Packaged Service: Behavioural Change Management

Changing culture in corporations can be challenging, as it often requires a fundamental shift in mindset and behaviour at all levels of the organisation. 


The first step is to acknowledge the problem, take responsibility for the situation and involve all stakeholders in the process of creating a healthier workplace culture. 


The goal is to focus on building trust, transparency, and respect within the workplace.

We’ve broken down behavioural change management into five stages:  

  • Awareness: of the need for change
  • Understanding: of how to change
  • Commitment: to participate and support the change
  • Adoption: acting on what’s required to change
  • Reinforcement: to sustain the change
The Case Study below gives you a clear example of how we would recommend to handle a difficult situation. 

Current Situation:

In the head office of a brand we all know and love, a household name that’s been around for years, they’ve made great efforts to provide flexible employment, allowing their staff to balance their work and care responsibilities at home. But there’s a problem.
 
The flexible work policy has created a disparity in the level of wealth among colleagues, and the culture hasn’t changed to compensate for it. Conversations around the watercooler mostly revolve around money, property investments, luxury goods, and fancy cars.
 
People who have chosen to put more value into supporting their loved ones are feeling left out and ignored. They see their colleagues getting promotions and bonuses, while they sometimes struggle to stay afloat. It’s not fair, and it’s starting to take a toll on their mental health.
 
They’re working hard to balance their responsibilities at work and to support their families and loved ones, but it feels like the company doesn’t value their efforts. They feel invisible and unappreciated.
 

Catko’s Action Plan:

  1. Conduct an internal survey: to understand how its employees feel about the current situation. The survey should include questions about work-life balance, income disparities, and how the current culture is affecting their job satisfaction and overall well-being.

  2. Develop a new cultural strategy: Based on the results of the internal survey, the company should develop a new cultural strategy, one that emphasises the importance of work-life balance and values the contributions of all employees, regardless of their income level. This could involve promoting a culture of collaboration, diversity and inclusion, and creating opportunities for employees to give feedback and suggestions for improvement.

  3. Build training materials: stories in written, leaflet or film format to help people empathise with each other. One story will let the affluent employees see themselves in a situation, where their loved ones need their help with more than money; another story will let the part-time workers understand that their colleagues also experience stress, anxiety and personal issues that money can’t fix and putting a monetary value on things may make some people happy or it may not. However, the affluent bunch may not be aware of what impact their attitudes towards consumption have.  

  4. Deliver training: to managers and employees from both sides of the problem. Allow people time to view the stories, to feel what each other feels, suppress their judgement and ask open questions. It’s important that the sessions do not make employees of either side feel called out or threatened. This training should focus on how to create a more inclusive workplace culture that values diversity and rewards all types of contributions.

  5. Review promotion and bonus structures: The company should review its promotion and bonus structures to ensure that they are fair and inclusive. This could involve creating new performance metrics that take into account employees’ work-life balance and caregiving responsibilities, as well as their overall contributions to the company.

  6. Celebrate different types of success: The company should celebrate the successes of all employees, not just those who work full time on site. This could involve creating new recognition programs that highlight different types of achievements, such as successfully balancing work and caregiving responsibilities, or developing innovative solutions to challenging problems.

  7. Create employee resource groups: The company should create employee resource groups that focus on work-life balance and caregiving responsibilities. These groups can provide a forum for employees to share their experiences, bring them closer to each other so they can offer support and advice, and help the company develop new policies and programs that support these issues.

  8. Regularly assess progress: The company should regularly assess its progress in addressing the situation, and make changes as necessary. This could involve conducting follow-up surveys, holding focus groups or town hall meetings, or engaging with employees in other ways to get feedback on how the company is doing.

Overall, the company should take a holistic approach to addressing the situation, focusing not just on policies and programs, but also on culture and values. By creating a more inclusive workplace culture, one that values diversity and rewards all types of contributions, the company can create a more engaged and motivated workforce, and better position itself for long-term success.

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