3 steps for eliciting cultural change—bottom-up and top-down

Company culture starts at the top; meaningful change requires executive buy-in.

That’s only half the story, though.

For a cultural shift to succeed, everyone must be on board, from the CEO to the greenest intern. Here are three ways to ensure they are:

1. Understand the importance of open communication.

In a healthy organization, employees should feel welcome to freely share ideas with leaders. If they’re unhappy with the way something is being done, they should not be afraid to dissent. They should be willing and able to call out colleagues—and even managers—when necessary.

When implementing a new process or initiative, explain your reasoning to everyone affected. Why are you making the change? What do you hope to achieve? How will it affect them, and how can they gain the greatest benefit from it?

Pay attention to each department’s context and needs. When someone expresses distaste for an initiative, don’t get offended or defensive. Listen to what they have to say, try to understand their perspective, and acknowledge their points.

2. Empower your standout staffers.