Others before me have said, and more learned folk after me will say this – organisational culture cannot be controlled or managed. We forget that a workplace has us in it. We exist and bring to work a form of ourselves that has to fit in with everyone else. This is inherently a minefield of personality, opinions and people. And it will have both positive and negative impacts on everything around us.
Did I expect to change some fundamental beliefs I held from being in the workplace? No, I really didn’t, but I did. Not because it was enforced through an organisational design programme or effective learning and development, but because of those I interacted with. With such a focus on efficiency and meeting targets we forget to focus on those who are actually there.
Could you benefit from changing the way you think about topics at work? Yes, and the more conversations we have the better we will work together. Be you a believer in collaboration or not, it is the key way we measure and think about success. Your colleagues and peers give you a benchmark to measure yourself against. That’s a lot to bear in mind when thinking about that engagement survey.
We have such a pre-occupation with measuring and engaging and listening that we forget the basics of life at work. People like to be successful. We like to talk with others. We enjoy solving problems and helping others. We are social beings and seek out opportunities to connect willingly and actively.