Just as rituals and routines are not the same thing, neither are routines and habits. The Cunff makes this distinction: rites and rituals in organizations help lift employee morale, increase engagement and foster a culture of support. Whether the rituals focus on celebrating individual and team achievements or bringing colleagues together, they enable the organization as a whole to achieve higher goals. Rituals have a strong effect on people. When integrated into a company`s cultural initiative, they help motivate employees to achieve program goals. Here are five ways rituals trigger cultural change: Using rituals to convey culture is an ideal method for management to immediately illustrate “how things are done here.” To believe that culture can be introduced through this process is an illusion. In the famous Netflix Culture Deck, Reed Hastings describes 7 aspects of Netflix culture. The first aspect “Values are what we value” He says clearly: “The true values of the company are behaviors and skills that are valued in colleagues”. In the business world, leaders can use rituals to highlight things that are important to their business and encourage people to focus on them. When it comes to corporate culture, rituals are invaluable in helping people remember best practices and prioritize them.
One of the best ways to help employees get to know each other and understand how similar they are is to have rituals around lunch. Some companies have rituals where everyone in the organizations brings their lunch to the break room every day and enjoys it together. This ritual helps employees make friends and quickly add new employees to the team. Rituals offer your employees a way to honor their emotions during times of transition. Events that might require a ritual include things like the opening of a new facility or the closing of an old one; the introduction of a new product or the decommissioning of a product at the end of its life cycle; a change in direction; and mergers or divisions. Design your rituals around the event and your organizational culture. Think about the emotions your employees feel about the event and design the ritual accordingly. A few days later, the second part of the merger ritual took place at the headquarters of the merged company. Institutional staff were present in person; The others were watching on a big screen in a town hall. A small subgroup from the remote facility was live on site and represented their colleagues. The CEO of the merged company has begun. She told the story of the merged company, but she told it about five years in the future.
She talked about what it was now that they had achieved the intention of the merger – and some of the challenges they had overcome along the way. Then she approached a wall in the auditorium that had been turned into a large bulletin board, named one of the things she clung to, and pinned it. Representatives of the two companies took turns coming to the wall and posting a “stop note”. Although it was not necessary to name what was written on the note, most people did. strong and proud. At the end of the event, the staff deposited all the remaining notes in large garbage cans. These were fixed to the wall, which was then photographed in its entirety and in excerpts. Years later, many employees were still using photos of the wall as computer desktop images. One of the easiest ways for new employees to adapt and embody culture is to practice the rituals that the team uses to reinforce optimal behaviors. Company rituals help new employees learn from their peers and see the impact of the process on the team. The rituals give interns the feeling of being on an equal footing with everyone else so they can upgrade faster.
Ritual performance is also associated with improving employees` skills and acquiring new knowledge. For many organizations, continuous improvement and innovation are part of the corporate culture. This can be reflected in rites and rituals. For example, the team can sit down after each project to discuss and discuss the lessons each employee has learned from the process. This can help the team determine where things can be improved and which areas have been successful and should be replicated. Although rituals and routines may seem similar at first glance, they are not synonymous. Anne-Laure Le Cunff explains why: “The difference between a routine and a ritual is the attitude behind the action. While routines can be actions that just need to be done — like making your bed or taking a shower — rituals are seen as more meaningful practices that have real meaning.
“For many companies, it`s a simple but effective ritual to focus on their employees` personal milestones. Knowing and celebrating employees` birthdays and anniversaries shows employees that they are valued. It also helps colleagues connect through shared experiences such as reaching a certain age or spending five years in the company. A company`s culture is shaped by a number of tangible and intangible components that together create an environment that may or may not be conducive to good work. Here are some of the most frequently cited facets: One way to look at culture in a company is to examine the six elements of its cultural network – histories, rituals and routines, symbols, organizational structure, control systems and power structures. These are elements that you can find in many organizations, including small businesses. Rituals and routines are usually taught by managers and repeated in the behavior of successful employees. This is for anyone who is curious about “corporate culture” or “corporate culture”. I can imagine that anyone reading this has ever searched through the Interwebs and found a number of articles that list the exercises and activities that many companies practice but have not found a systematic approach to implementation. Let`s start with the ritual. The way I use the term means “an act or a ceremonial act.” Historically, rituals have marked transitions.
On a personal level, the rituals of birth, adulthood, marriage and death can be found in all cultures and over the centuries, among other things. Organizations have used rituals to recognize transitions and achievements. Think of the launch of a new ship baptized with the rupture of a bottle of champagne on the bow. Leaders who also incorporate behavioral rituals into their corporate culture take their business to the next level.
