What is workplace culture and how can you encourage your employees to change their mindset?

1. THE MINDSET MYTH: WHY
YOUR EMPLOYEES MUST MAKE
THE DECISION TO CHANGE
Why it’s important to debunk ‘the mindset myth’ and ensure your
employees want to change rather than forcing them to change.

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WHAT MAKES UP
‘WORKPLACE
CULTURE’,
ANYWAY?

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The style of
management.
The values of
your business.
The physical
environment.
How
people
dress.
The people
within your
organisation.
Observed
behaviours;
actions copied
and mimicked
throughout the
organisation.

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WHAT SHOULD I BE
ASKINGABOUT PEOPLE’S MINDSET?

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How do my employees
want to be led?
How do my employees
want to lead?
What tools or resources
do my people need to
do their jobs better?
How will
changing the
organisational
culture or
environment
help or hinder?
What do I need to
change about myself?

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HOW DO I
CHANGEMINDSET?

7. Create a ‘grown up’
environment of trust.
Encourage collaboration,
discussion and questioning.
Don’t be afraid to allow
people to fail… as long
as they learn from it.
Prioritise
communication.
Foster a coaching and
training ‘culture’.
t-threegroup.com

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BUT WHY DO EMPLOYEES
RESISTCHANGE?

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Loss of
control.
Uncertainty
over the
outcome.
Unprepared/
surprised.
Fear of
difference.
Loss of face.
Concerns about
competence.
Fear it will mean
more work.
The ripple
effect – others
are against
it or it will
disrupt others.
Past resentments.

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HOW DO I
ENCOURAGEPEOPLE TO MAKE THE DECISION TO CHANGE?

11. Have evidence to show why
it’s a good idea/not a threat.
Set milestones people can achieve.
Set, and communicate,
realistic timeframes.
Recognise and celebrate
their achievements.
Give them the skills and
training to make it work.
Put in place champions they
will listen to and accept.
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Communicate – talk to
them and reassure them. Involve them – get ‘ownership’.

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YOU CAN MAKE EVERYONE
IN YOUR ORGANISATION
HAPPY ALL THE TIME.
No you can’t. That’s what compromise, negotiation and, indeed, good management is for.

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MAKING SOMEONE HAPPY IS
IMPORTANT, AND I CAN DO
THAT AS A MANAGER.
Yes, happier workers generally are more engaged and often more productive. And you may be
able to provide the tools, environment, culture or management approach to make them happier.
But it is important to recognise only an individual can make themselves happy.

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IF I WORK REALLY HARD AT
IT, I CAN CREATE AN ‘IDEAL’
WORKING ENVIRONMENT.
As everyone is different and wants different things from their working environment, the
fallaciousness of this should be self-evident. We all have things that please or annoy us about
work. You can do things that you think will – should – engage, inspire and please people but this is
a job that’s never finished.

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BY CREATING AN
‘IDEAL’ WORKING
ENVIRONMENT I WILL
BRING OUT THE BEST
IN MY EMPLOYEES.
It might – probably will – help. But if the car broke down on the
way in, your child was ill, your credit card is maxed out this month
and you just don’t like the person who is calling the shots, your
‘environment’ isn’t going to make a whole lot of difference to your
mindset about work today.

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TAKEAWAYS:
Understanding the different elements that can contribute to your workplace culture,
and how they can affect people’s mindset at work, is fundamental to sustainable
organisational vision change.
Creating a “grown up” trust-based, collaborative and transparent environment can help.
Recognise people will often fear change, and so embedding behaviour and mindset
change may not happen overnight.
You need to take the time to step back and look at your own attitudes and mindset as
well that of your employees.
Engaging, inspiring people, making them feel happy and motivated at and by their
work, is a job that’s never completed or “done”.

17. Find out more about making the case for
workplace change and encouraging your
employees along the way. Download:
THE LITTLE BOOK FOR… THE
VISION MAKER. HOW TO DRIVE
ORGANISATIONAL VISION AND
CULTURE CHANGE
Download now!