{"id":186,"date":"2022-04-26T14:44:00","date_gmt":"2022-04-26T14:44:00","guid":{"rendered":"https:\/\/enjoytransformation.com\/?p=186"},"modified":"2022-04-27T06:52:40","modified_gmt":"2022-04-27T06:52:40","slug":"companies-in-transition-how-covid19-changed-the-business-culture","status":"publish","type":"post","link":"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/","title":{"rendered":"Unternehmen im Wandel \u2013 Wie Covid19 die Businesskultur ver\u00e4ndert hat"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;12px||2px|||&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_row _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; header_2_font=&#8221;Montserrat|700|||||||&#8221; header_2_font_size=&#8221;25px&#8221; header_2_line_height=&#8221;1.3em&#8221; header_2_font_size_tablet=&#8221;25px&#8221; header_2_font_size_phone=&#8221;19px&#8221; header_2_font_size_last_edited=&#8221;on|phone&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p>Our working practices have changed rapidly and drastically during this pandemic, transforming our business culture overnight. Old habits die hard, however, so if we want to keep the positive changes we\u2019ve made and evolve our culture going forward, we need to be proactive now.<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<label for=\"ez-toc-cssicon-toggle-item-69f5e866e6845\" class=\"ez-toc-cssicon-toggle-label\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/label><input type=\"checkbox\"  id=\"ez-toc-cssicon-toggle-item-69f5e866e6845\"  aria-label=\"Toggle\" \/><nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Culture_change_Changing_workplace_behaviors_after_a_pandemic\" >Culture change: Changing workplace behaviors after a pandemic<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Focusing_on_customers\" >Focusing on customers<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Democratization\" >Democratization<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Caring_does_count\" >Caring does count<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Agility_at_last\" >Agility at last<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Redistribution_of_time\" >Redistribution of time<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#My_critical_pandemic_observation_the_trust_dynamic_has_changed\" >My critical pandemic observation: the trust dynamic has changed!<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Never_forget_the_purpose_or_downplay_it\" >Never forget the purpose or downplay it<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Appreciate_things_they_have_overlooked_so_far\" >Appreciate things they have overlooked so far<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#The_new_way_of_working_can_remain_undefined\" >The new way of working can remain undefined<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Finally_heres_my_personal_travel_tip_for_companies_in_transition\" >Finally, here&#8217;s my personal travel tip for companies in transition:<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Stop_Prioritize%E2%80%A6\" >Stop! &amp; Prioritize&#8230;<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#One_step_at_time\" >One step at time<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Own_it\" >Own it<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Do_it_now\" >Do it now<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Plan_to_fail\" >Plan to fail<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Review_and_learn\" >Review and learn<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/enjoytransformation.com\/de\/companies-in-transition-how-covid19-changed-the-business-culture\/#Enjoy_Transformation\" >Enjoy Transformation!<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Culture_change_Changing_workplace_behaviors_after_a_pandemic\"><\/span>Culture change: Changing workplace behaviors after a pandemic<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Organizations have surprised themselves by the speed with which they are responding to the crisis. Research found 75% of leaders had seen a positive impact on their working practices. Ways of working that they had attempted to introduce into their culture for years, such as flexible working, product innovation and agility, have suddenly got traction and they have achieved the unimaginable in weeks rather than months (or years).<\/p>\n<p>These early improvements to workplace culture are having a significant knock-on effect. Three quarters of respondents reported a positive impact on engagement (79%), effectiveness (71%) and customer experience (70%). As lockdown eases and businesses start to find their \u2018new normal\u2019, this is an encouraging sign of performance potential across adapting organizations.<\/p>\n<p>For companies in transition to embed healthy new habits formed during the pandemic, it is essential to bring them to the surface. The reasons behind them need to be explored and the implications revealed.<\/p>\n<p>It is easy to slip back into old habits when the crisis passes, however. There is a limited window of opportunity to bounce back and transform before old cultural norms start to reassert their grip. Beware the learnings from the 2008 crisis \u2013 it is the organizations that are willing to reflect, learn and proactively adapt that will thrive in the future.<\/p>\n<p>HR professionals have experienced enormous pressure over the past few 24 months, adapting policies, processes and working practices in record time to enable remote working at a scale not seen before. The coming months are likely to be just as tough as redundancy programs begin (or continue) and furloughed employees transition back to a blended home\/office workplace.<\/p>\n<p>Smart leaders will take this opportunity to build learning into the future corporate culture. Here, five positive themes emerge for consideration.<\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;7px|||||&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_image src=&#8221;https:\/\/enjoytransformation.com\/wp-content\/uploads\/2022\/04\/five-key-themes-fur-companies-in-transition.png&#8221; title_text=&#8221;five key themes f\u00fcr companies in transition&#8221; _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;8px|||||&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; header_2_font=&#8221;Montserrat|700|||||||&#8221; header_2_font_size=&#8221;25px&#8221; header_2_line_height=&#8221;1.3em&#8221; header_3_font=&#8221;Montserrat|600|||||||&#8221; header_3_font_size=&#8221;23px&#8221; header_3_line_height=&#8221;1.3em&#8221; header_2_font_size_tablet=&#8221;25px&#8221; header_2_font_size_phone=&#8221;19px&#8221; header_2_font_size_last_edited=&#8221;on|phone&#8221; header_3_font_size_tablet=&#8221;23px&#8221; header_3_font_size_phone=&#8221;17px&#8221; header_3_font_size_last_edited=&#8221;on|phone&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Focusing_on_customers\"><\/span>Focusing on customers<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Organizations that may have lost focus on their purpose and true value to customers have reconnected. By listening harder, engaging them more fully and innovating more quickly, they are building advocacy that will last.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Democratization\"><\/span>Democratization<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Historical power imbalance between hierarchy, gender, age, ethnicity, office location and personalities are significantly reduced when working together online. New voices are being heard, with the potential to make workplaces more inclusive and accessible.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Caring_does_count\"><\/span>Caring does count<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>More leaders than ever have been showing they care about employee wellbeing through their actions. They are seeing the benefits through phenomenal commitment, flexibility, and productivity.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Agility_at_last\"><\/span>Agility at last<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Having strived for greater pace, productivity and responsiveness over the past few years, mindsets have shifted enormously regarding the art of the possible. Practices such as short-term, bite-sized goal setting, little and often communication, and regular reviews are helping teams achieve more with less.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Redistribution_of_time\"><\/span>Redistribution of time<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Through lack of commuting, online development, and more focused and efficient meetings, leaders are saving hours a week that can be redirected into either their wellbeing or alternative work endeavors.<\/p>\n<p><strong>Now the question is: What do HR leaders learn from this crisis to evolve their organization&#8217;s culture and maximize future performance?<\/strong><\/p>\n<p><strong><\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"My_critical_pandemic_observation_the_trust_dynamic_has_changed\"><\/span>My critical pandemic observation: the trust dynamic has changed!<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Fundamentally, the relationship between the employee and the employer has changed since the onset of the pandemic. We have been forced as a society into a situation where home working became a necessity. We now have a truly multi-generational workforce. The drivers and motivations of millennials and generation Z employees are often in stark contrast to each other \u2013 and to their predecessors who remain in the workforce.<\/p>\n<p>In the face of this pandemic, employers have had to accelerate plans and leave behind any pre-conceived perceptions that may have acted as barriers to change in the past. We\u2019re witnessing a seismic shift in how the traditional lines of communication and reporting are delivered.<\/p>\n<p>The purpose of an employee who has been thrust into this new way of working is intrinsically linked to the purpose of the company, which, for many is about survival in a post Covid-19 world.<\/p>\n<p>Trust is the most important component for companies in transition. In the run up to this pandemic, there wasn\u2019t time for employers to rigorously test how working days, reporting structures, workflow and targets would be affected by remote working. The myth that people taken out of a work environment will rebel or slack in their job and performance is being challenged and even ruthlessly dismissed. It\u2019s clear that individuals recognize that the future survival (let alone success) of their companies is reliant on their ability to self-motivate. Simply put, employers must trust their employees to get the job done.<\/p>\n<p>This works both ways, of course. While employees have been trusted to deliver, there is a reciprocal feeling that employees will trust their leaders to support them during this period so that everyone can navigate safely to the other side. Anecdotally, we\u2019ve been told that the focus for senior management is around the mental health of their staff, both those still working and those furloughed. One understands that business results are critical, but that they can only be achieved with employees. can only be achieved with employees who are accustomed to the new situation.<\/p>\n<p>It is their responsibility to focus on this &#8211; both for the success of the company in transition as well as for the individual.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Never_forget_the_purpose_or_downplay_it\"><\/span>Never forget the purpose or downplay it<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>For the last few years, companies have strived to demonstrate their purpose and authenticity. Both for clients and for employees, the alignment of a company\u2019s values and brand to an individual\u2019s brand deepens the bond and strength of relationship.<\/p>\n<p>The current situation is thrusting the issue of purpose into full focus, however. One can\u2019t help but do that when faced with our own mortality. We\u2019re also witnessing communities working together, an appreciation for the work our public service workers does for us, and the little things we take for granted no longer being accessible.<\/p>\n<p>The purpose of an employee who has been thrust into this new way of working is intrinsically linked to the purpose of the company, which, for many is about survival in a post Covid-19 world. This bond is something that employers needs to recognize as an asset moving forward to ensure that the business and its employers maintain synergy in their purpose. In turn, this will ensure that the trust relationship that has developed is maintained and strengthened.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Appreciate_things_they_have_overlooked_so_far\"><\/span>Appreciate things they have overlooked so far<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Over the last few years, we\u2019ve already experienced a push towards remote working, the growth of freelancing, multidimensional careers, and the right for employees to control their own career paths. Perhaps though, the current situation will also cause us to pause and appreciate the things we took for granted in the past.<\/p>\n<p>It seems, with misty eyes now, that we stopped appreciating the fun of the office, the joy of human interaction, the air of possibility through the collective creative minds. Where we used to moan about the meetings, the distractions, the personalities within the office, we now see them in a different light and appreciate what they gave us.<\/p>\n<p>This balance is an opportunity for companies to start working out the true benefits of their office environment. It is also a chance for employees to re-evaluate their prejudices and assumptions about the positives and negatives of office and home working.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"The_new_way_of_working_can_remain_undefined\"><\/span>The new way of working can remain undefined<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The big challenge for senior leaders and department heads within business is to look forward and define what the economic future looks like without any degree of certainty.<\/p>\n<p>This is where the HR function can step up and play a pivotal role in shaping a workplace culture that brings together a multi-generational workforce, each with different drivers and purpose in life, and who want to work in different ways.<\/p>\n<p>I would argue that HR needs to lead senior colleagues in discussions and collectively agree what workplace culture needs to look like to drive the business forward in what will be a challenging economic recovery. Once that has been defined, senior leaders need to recognize that flexible working is now an expectation from employees and so their greatest challenge is to create an environment in which employees enjoy coming to the office to share ideas and have conversations that foster creativity and inspiration.<\/p>\n<p>Finally, and most importantly senior leaders need to understand that communication in this period is critical to the success of the vision outlined above. Whether that\u2019s the monthly meetings, town hall summits, annual conferences or simply the day-to-day conversations led by managers, having everyone on the same page is vital to deliver \u2018the new way of working\u2019.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Finally_heres_my_personal_travel_tip_for_companies_in_transition\"><\/span>Finally, here&#8217;s my personal travel tip for companies in transition:<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Old habits are deeply ingrained, especially when they have become part of the cultural norm of an\u00a0organization. We tend to notice them when we first join an organization, and then we &#8220;get used to&#8221; them and no longer notice how we are following the same patterns of behavior.<\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;6px||16px|||&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_image src=&#8221;https:\/\/enjoytransformation.com\/wp-content\/uploads\/2022\/04\/six-steps-for-companies-in-transition.png&#8221; title_text=&#8221;six steps for companies in transition&#8221; _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;7px|||||&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.17.3&#8243; _module_preset=&#8221;default&#8221; header_2_font=&#8221;Montserrat|700|||||||&#8221; header_2_font_size=&#8221;25px&#8221; header_2_line_height=&#8221;1.3em&#8221; header_3_font=&#8221;Montserrat|600|||||||&#8221; header_3_font_size=&#8221;23px&#8221; header_3_line_height=&#8221;1.3em&#8221; header_2_font_size_tablet=&#8221;25px&#8221; header_2_font_size_phone=&#8221;19px&#8221; header_2_font_size_last_edited=&#8221;on|phone&#8221; header_3_font_size_tablet=&#8221;23px&#8221; header_3_font_size_phone=&#8221;17px&#8221; header_3_font_size_last_edited=&#8221;on|phone&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Stop_Prioritize%E2%80%A6\"><\/span>Stop! &amp; Prioritize&#8230;<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Taking even a small amount of time to reflect as a whole organization or team-by-team. How have we changed our ways of working over the past few months? What has the impact been on our wellbeing, our productivity, and our performance? How have our mindsets and behaviors shifted? What has been the impact for our customers?<\/p>\n<h3><span class=\"ez-toc-section\" id=\"One_step_at_time\"><\/span>One step at time<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>What will be most important to our future success? Consider the five positive themes. Which ones are the greatest priorities for us? Identify two or three habits that will really make a difference and pick the biggest priority. Once the team or organization has nailed that one, come back and work on another.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Own_it\"><\/span>Own it<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Engage employees so they can own the change. Involve them in steps one and two and give them space to explore the benefits for them and their team. Everyone knows how hard it is to stick to new habits \u2013 all those New Year\u2019s resolutions that we\u2019ve long since forgotten are testament to that. Research suggests it takes at least two months\u2019 practice to make them part of day-to-day working. So, encourage honesty \u2013 what\u2019s in it for them? How much effort are they willing to put into making it stick? Can they quantify the benefit they will get? If they are not bought in, have that conversation, and understand what it would take for them to commit.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Do_it_now\"><\/span>Do it now<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>There is no magic pill that will make new habits come easy. A team must commit, at least to the first one or two steps, and go for it.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Plan_to_fail\"><\/span>Plan to fail<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Assume that good intentions will go off track, other priorities will come along or old habits will creep back in. Encourage teams to put all the support mechanisms in that they can to encourage success \u2013 visual reminders, diary notifications. Organization-wide support such as communications, celebrations, \u2018cheerleaders\u2019 or coaches will all help keep people accountable and notice the early benefits.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Review_and_learn\"><\/span>Review and learn<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Determine when to review progress for your business in transition. Ideally, after about four weeks. Knowing that this review is scheduled will help people in your organization stick to the new habits during the difficult early days.<\/p>\n<p>We\u2019ve all learned lessons from lockdown that can help improve our future performance, but only if we take these critical steps. The lessons can be learned at an individual, team, or organization level to increase performance, customer focus, wellbeing, or diversity.<\/p>\n<h2><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"Enjoy_Transformation\"><\/span>Enjoy Transformation!<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Is your company in transition and do you need competent support to make the transformation a success? Feel free to send me a message to: <a href=\"mailto:info@enjoytransformation.com\">info@enjoytransformation.com<\/a> and let&#8217;s see how I can support your company.<\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Our working practices have changed rapidly and drastically during this pandemic, transforming our business culture overnight. Old habits die hard, however, so if we want to keep the positive changes we\u2019ve made and evolve our culture going forward, we need to be proactive now. Culture change: Changing workplace behaviors after a pandemic Organizations have surprised [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":193,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-186","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Companies in transition - How Covid19 changed the business culture<\/title>\n<meta name=\"description\" content=\"Companies in transition - In this blog I show you how your company can emerge stronger from the crisis. 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