Culture Guidelines

1. WIFM, what is in it for me? This is the only question your employees have in mind when they see culture on the agenda or in the strategic business plan. If you want people to sign up mentally, be open and join in the change, you had better offer a sweet enticing answer. Share the benefits that make their lives better when they join organizational culture.

2. Spill out the most important information at the beginning of the presentation. Employees are tired of suit talk. And companies need to create more reasons for employees to become loyal. I suggest you get the most explosive information about the culture changes at the start of the meeting.

3. Put your employees at ease. Your employees must not feel this is a "con" game or that you're better than them, even if you're a manager. Share the culture changes in easy to understand words and stories. Culture change isn't about money or profits in the short term. Culture change is "how it feels" to work at this organization. Beginning culture changes are as simple as being clear, kind and respectful with each other. Make it simple. We want to begin treating each other as if you're our best customer.

4. Play back. What is in it for me is unique and personal to every person on the planet. Ask at least two questions. What did you hear were the adjustments to our culture? What's the most important to you? Close the communication loop to ensure you know what is most important to others. Be open and non judgmental if any difference. Ask what is missing. Search for common ground.