If you are seeking to improve productivity, efficiency and employee wellbeing, establishing a winning company culture can be the first step to implementing a game changing workflow.
Company culture sets standards for how employees should act, collaborate, and perform as a team. If you are seeking to improve productivity, efficiency and employee wellbeing, improving company culture can be the first step to implementing a game changing workflow.
It’s no surprise to see McKinsey report that only one in three organizational change efforts succeed. Company culture requires more than just celebrating team members achievements. Commitment to change and progress is required from leadership to employees for progress to be reflected organisation wide. Furthermore, the adequate infrastructure needs to be in place to support these improvements.
We spoke to Rochelle Burdge MAHRI, People, Culture and Operations Director at the Pharmacy Guild of Australia for some insights into a successful company culture strategy. Having recently shared insights with AFR, the Guild’s policy of no set days in the office for staff is continuing to inspire. At present, the Pharmacy Guild of Australia currently report some incredible statistics from their workforce, including:
- 96% of employees know the guild values them for their success
- 98% are proud to work for the guild
- 96% feel genuinely supported to work flexibly.
Flexible responsibility and improved company culture
How did they get here? Statistics like these should make HR departments stand up and take notice of what is achievable. Rochelle has been championing a flexible responsibility approach to employees and wider company culture. Respect, transparency and trust top the list of priorities. We were keen to find out what improvements Rochelle witnessed since expanding flexible working arrangements.
“We’ve seen so many improvements through our flexibility approach – more so related to trusting our staff and treating them with respect. By putting the onus on the individual to set up their own arrangement and seek input from their team/manager – it tells them that we trust their judgement! This flows through to all areas of our work at the Guild, when you feel trusted and respected, you are more likely to think outside the box and take risks or push yourself – which only leads to better outcomes overall.” – Rochelle Burge
A human centric approach to company culture
Subsequently, changes to company culture focus too much on the shifts to processes as opposed to the interpersonal. The biggest challenges faced by other companies trying to emulate these company culture improvements are outlined by Rochelle as “overthinking the process and trying to create a layered policy which covers everyone”. She found it easier to “create a framework of agreed behaviours and parameters to work within, rather than being too prescriptive (sorry for the pharmacy pun!)”.
Ultimately, that last bit of humour from Rochelle shows how change has to have a human side. Establishing a change of perspective throughout company culture requires incentivising employees and showcasing their worth and potential beyond the daily tasks or KPIs. Motivating staff is only one aspect of improving company culture. Leading by example and following up with genuine understanding and outreach are forgotten elements. The Pharmacy Guild of Australia gained impressive responses from their staff. A testament to the collective hard work of their staff, including Rochelle. Flexibility and trust prevail as guiding principles of change, and insights from Rochelle do nothing but emphasise that belief.
