Ivana canic
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Ivana canic
- 2. Meet the Organizational Culture
- 4. Did some reading about it…
- 7. On the other hand… Focus on mistakes Feeling less valued
- 8. They took a chance to mention that…
- 9. And we started to work… Rewards for great ideas
- 12. And expressed our values…
- 15. Support from the top…
- 17. Changes……
- 18. What we have learned…
- 19. What we have learned…
- 20. Success? No….Just a beginning… But we are smarter now
Editor's Notes
- So, three years ago, my direct manager told me: “Ivana, beside your regular work which is to lead Business Partner Department in our company in Serbia, you will lead one little project. It is about managing organizational culture for entire Group (including seven countries, four thousand employees). … We will go slowly with this, you know, step by step, do not panic”. I was like “OK, probably it means one research about organizational culture, two or three presentations with results, a few activities that will promote organizational values among employees, I can do that”.
- But Reading about organizational culture made me totally motivated for this project, I was crazy about it. I thought “this is huge, this is mother of all mistakes and successes in business”. Small steps/no way! This is great and has to come alive as soon as possible.
- Well, we did the research about satisfaction and culture in my company. I got the results. Plan was to tell the results to the Board of directors. Those people are very busy and very serious. Managers like to hear what people think. Some of them do not like to ask employees directly what they think or feel, but they like to hear it or read it, like a weather Forecast. And I knew that they will not like some of the information I got for them.
- I stood in front of them and said: “We have solid organizational culture, people in this company share the same values, they feel that they have opportunities to grow here, teamwork is very expressed etc.
- On the other hand, we have a few negative but widespread opinions that demotivate employees on the bottom of company hierarchy (pre sellers on the field, warehouse workers, truck drivers…). They said that we are an organization focused on mistakes, that we do not recognize or praise success or effort. Those employees feel replaceable and not important. We had another important insight, also negative: we noticed that our employees, more then before, think that they deserve some extra benefits even without giving extra mile. We noticed decline in motivation for giving ideas or courage to change anything. They had some real objections but also, they obviously tucked up a little bit”,Â
- I also pulled out some real issues that were often mentioned by employees : truck drivers complain on their safety shoes- shoes are cheap, their legs were in pain. Also, warehouse operators could not eat in company restaurant because it is too expensive for them”.
- Then we did a lot of well known and ordinary things: = elections for Values Ambassador/every year, best employee = we rewarded some original and creative photos of teamwork = we asked organization to give us ideas, improvement proposals = we raised to a higher level our communications channels = we did some branding on company walls in offices = team buildings , Family day = we chose employees with potential and gave them extra benefits = we put organizational values to be criteria in performance appraisal for every single worker
- ….and that was really cool. Yes! Really cool. Organization, especially office and management, had great feedback on these activities and they talked about it. I was proud. But it was not enough. I spotted one problem. - Truck drivers and warehouse workers did not participate in these actions. They did not respond enough to my campaigns, team buildings. They told me “We told you what our problems are and what did you do? You did some really good makeup”
- So I choose to talk about shoes! And I said to management „So let’s change the shoes. It is easy. Lets start up a cheaper meni in our company restaurant.“ They did not like me at that time. I even said „when you drive home from work and when you see our truck driver on the bus station, standing on the rain, pick him up. Drive him home. Show some respect for his work and his role in our company“. At the same time, i decided to send message to employees on the bottom of the company hierarchy. So I had chance to say to them “Do something! Expose yourself with extra effort, with good proposals, this negative attitude will not take you anywhere. What do you think? That you deserve some extra benefits? OK, prove that! Demonstrate yourself through the initiative, leadership, loyalty”. I used company newspapers to promote rewards for those who demonstrate Winning Mentality. I wanted to show that getting out of comfort zone will pay off. I created an organisational culture Team. Ten people who shared the same passion and goal as me. And we decided to be boring and to talk about all these things to both sides, management and employees, and we were trying to be persistent in our way. And yes, we were annoying.
- I General Manager started to give some active support to this project. He said “Since we have the research results, let’s do something about it”. And then…
- Those safety drivers shoes became a year KPI for Procurement Manager, those lunch prices in restaurant were one of the KPIs for maintenance Manager… Yes, we did it! And they had to do it. They had to change something and listen what organization said. Who’s laughing now???
- And then, after two years, I saw some real thing happening / employees were responding better to our actions and calls and next research gave us different results. Team buildings were visited by all employees (for example, transport department participated with 25% on team buildings and this year the participation was 85%). They even created Facebook page about the company, to promote all the good stuff to external viewers and they used the same photos . That brending is not makeup anymore??
- Maslow’s hierarchy of Needs is confirmed again! Let’s leave fancy stuff aside! Let’s deal with real problems and make the way for organizational culture to step in. The thing is, all those great things that we do in the company would not be spotted by truck driver if he stayed in their bad shoes! Because, if you ask him for opinion then be honest enough to value his problems and to trust him. And show will to do something about it. No, you can’t change everything. But you can show that you will try. People recognize honesty better that you think. Yes it is true: organizational culture is created from the top of the company. General manager did an important step and said “Shoes will be improved”. But if you want to make it better, try to go both way: one step from the top, one step from the bottom. Influence on both sides.  And, I think, Emotions maybe are not good in business but for organizational culture - emotions are that factor that can bring you the victory. Emotions are contagious, they call for an action. If you want to meet Organizational culture then be ready to face some good and bad news about your company. Company is like a family. It can be really great and healthy family but let’s face it: we have one grandmother who drinks too much on family celebrations and she is sometimes embarrassing but still.. Â
- After these three years, you think I have done some huge thing for org.culture? NO way! Ali this things are just the beginning and I just opened that magic box, called organizational culture. But now I am smarter: I recognized that if I play safe and take no risks, this project will fail. And I did not want that to happen in my result oriented company. Â