Evolving Organizational Culture
In the Era of Distributed Work
This newsletter highlights the salient points from a CTQ SmartCast that had been recorded a few years earlier between Harish & a seasoned HR leader, Smriti Handa.
We highlight how organizational culture and values are ever changing in the era of distributed work. As organizations navigate this new frontier, the relevance of culture has become paramount. Here’s a deeper look into their dialogue and the perspectives shared.
Welcoming the New Normal
Irrespective whether your office has called you back to office, the need of the hour is to accept is that distributed work has redefined organizational culture and values.
At Choose To Thinq we are all around culture. Culture is something that an organization continuously practices through its artefacts and rituals. As Smriti rightly noted that with the shift to remote work, the visible elements of culture, like values posted in the office and casual interactions, have faded. Meetings now require invites, and the serendipitous interactions that once reinforced cultural values are no longer as prevalent.
The Challenge of Authenticity and Intentional Culture
There’s a critical challenge. And that’s the balance between being intentional about culture and maintaining its authenticity. Overly intentional efforts may sometimes seem forced, diminishing their natural essence. This shift has made it more difficult to showcase values like ownership, team spirit, and collaboration, which thrived on physical presence and spontaneous interactions.
For new hires, the challenge is even more pronounced. Without the organic experiences of the office environment, building trust and understanding the company’s culture become more difficult. There is therefore the need for organizations to be more deliberate in maintaining their cultural essence in these times.
The Danger of Ignoring Cultural Shifts
Even in our work we have noticed many companies who don’t adapt their cultural strategies. On the other hand, many of the companies who do realise the importance of culture, keep coming back to us and we have a very high recurring business from these organizations.
Smriti points out the loss of relationship comfort as a significant drawback in the era of distributed work. Trust and relationships, which are integral to productive work environments, suffer in the absence of informal connections. Over time, this could impact the quality of work and time to deliver outcomes.
It’s therefore critical for organizations to recreate a sense of culture in a distributed setting, in both formal and informal ways. Formal methods, like structured meetings, continue to exist, but the informal ones have suffered. Smriti shares examples of initiatives like virtual coffee rooms, “Bring Your Own Booze” events, and shortened meetings to allow for casual catch-ups. These attempts strive to keep the social fabric of the workplace intact.
Adapting Culture to Organizational Scale
There was a very interesting discussion on whether large and small organizations should handle these cultural shifts differently. Smriti believes that the core challenges of fostering culture are fundamentally similar, regardless of the organization’s size. While resources can provide an edge, the key lies in leadership’s vision and commitment to culture. Smriti emphasizes that clear cultural goals and intentional leadership are vital. Whether it’s a small startup or a large corporation, the focus should be on creating an environment where alignment with organizational values is prioritized.
In our experience, we have noticed startups and SMEs (Small and Medium Enterprises), often preoccupied with survival, making it hard to focus on culture. However, Smriti argues that defining culture should be an existential priority. Without a clear cultural vision, attracting and retaining talent becomes a challenge, potentially stymying the organization's growth.
She advises entrepreneurs to introspect deeply to understand their vision and values, as these will naturally shape the desired culture. Leaders must be the torchbearers of culture, demonstrating behaviors that reflect the organization’s core values.
The Future Relevance of Physical and Distributed Work
Finally we talk about the future relevance of head offices and traditional campus hiring. Smriti believes that while the pandemic has demonstrated that we can work effectively without physical offices, there remains a possibility of reverting to old habits post-pandemic.
In terms of hiring practices, especially from B-schools, Smriti foresees a shift in focus from traditional credentials to an individual's learning ability, adaptability, and competency in a digital and rapidly changing environment. The process of hiring is expected to evolve, prioritizing new-age competencies over conventional benchmarks.
Embracing Change
This engaging discussion underlines an essential truth: organizational culture is more critical than ever in a distributed work environment. For organizations to thrive, they must adapt their cultural strategies to maintain engagement, trust, and values, regardless of physical proximity.
By embracing flexibility, fostering genuine interactions, and aligning leadership practices with cultural goals, organizations can navigate the complexities of distributed work and emerge stronger in the ever-evolving landscape of the modern workplace.
If you are interested in culture discussions, don’t miss this SmartCast with Ria Shroff Desai, who leads People & Culture in Blume Ventures.
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