We are living in what could be a watershed moment in history. It can’t be ignored because “business as usual” will no longer be tolerated as a society. Use this hot topic as an opportunity to reflect as an organization and facilitate productive dialogue that leads to positive actions. As I’ve said many times over, manage it or it will manage you.
Let HR do its job and conduct the investigations for any specific cases that emerge—thoroughly and with fairness. It’s not meant to be a public spectacle, nor should it be by any means clandestine. As appropriate, communicate that the investigation is happening (especially if there are rumors) and allow due process for those involved (known or unknown). Shut down gossip and conjecture by emphasizing expectations and requirements for respect. Bring in counseling if needed. The outcome of these investigations should reflect true accountability for everyone involved.
Whether there are issues or not, this is a chance for the organization to say, “we care.” Provide resources, develop skills for communication, set expectations, reaffirm values, elevate employees. There are so many ways for companies to be the best they can be. Your workers will reward you for it with their talents, engagement, and productivity.
This also presents an opportunity for an organizational health check up—especially when it comes to culture. Read on.
UNDERSTAND THE CURRENT CULTURE AND EXPLORE THE POSSIBILITIES
Do a deep dive—and I mean a real honest, hard look--into the current culture. The Design of Work Experience (DOWE) methodology begins with a culture study, one that identifies your greatest strengths and unmet needs, as well as the overt and not-so-obvious key influences on the current culture. Employee surveys and focus groups don’t cut it. Use DOWE as a tool to find your starting point with authentic interactions that encourage the organization to understand its truth and build psychological safety for employees. Determine what conditions are in place for harassment or other dysfunctions to exist and identify the strengths, capabilities, and behaviors that should render them obsolete.
CO-CREATE A NEW OR ENHANCED CULTURE AND DESIGN ALIGNED EMPLOYEE EXPERIENCES
Inevitably, the culture study will highlight opportunities that can be seized upon. The DOWE process guides the co-creation of a new (or improved) culture along with the design of employee experiences to reflect it. Pay special attention to the co-create part by engaging with your employees as partners in design. After all, they (from the entry level to the senior executives) will be the ones to live this work. Experiment with new ideas and encourage innovation customized to your company’s unique context. Added bonus: capabilities are developed and utilized as the organization learns through the initiative.
MANAGE AND SUSTAIN CHANGE
Once there are strategies and designs, follow through with the change management needed to realize and sustain the future state. Plan, manage, measure, and follow up. Change has to be as successful as possible in order to make all that preceding work worth the investment. It can’t be wasted. We know from research that change doesn’t have to be perfect. However, the better it is, the greater the ROI. Change is never easy, but decades of research taught us a lot about what factors and practices work and don’t work.
TAKE THE FIRST STEP
You now have at least a general idea of what to do. Engage with your employees. And I’m here if you have any questions. Thanks for reading!