Remote work is here to stay. According to Forbes, over 40% of the American workforce is either hybrid or fully remote. These numbers are only increasing, and projections indicate that over 32 million Americans will have hybrid/remote jobs by 2025. And studies show employees like remote work: they appreciate the flexibility, work just as hard, and are happier.
Supporting a changing workforce requires more than just new tools and technology. A change in workforce brings a change in culture – likewise, your IT team will need a culture shift to meet the new demands of your organization.
But culture shifts don’t happen on their own. To change your team’s culture, you need to make a culture map.
What is a Culture Map?
A culture map is a tool that helps your organization document values, team structures, and goals. A culture map helps your team work together toward a common cause. When your culture is mapped out, team members understand what is needed and how they can advance their careers. A unified team requires a unified culture, and a culture map provides that unification.
There are three steps to create a culture map:
Step 1: Identify, organize, and classify
Start by documenting your culture as it exists now. This means more than just documenting the roles and responsibilities in your org chart – What are your company’s values? What are your team’s goals? What metrics are used to quantify success? How do people collaborate? Identify and document the norms, values, and expectations that make up your current culture.
Step 2: Talk about the future (and document it)
With a new workforce comes new expectations, new metrics, and new culture. Bring your whole team together to talk about the changes you’re facing. Don’t worry about defining the future – let your team talk about their goals, concerns, and expectations. What will need to change in your current state? How will your team define success? What goals do you have, and how will you work together to reach them? Will the org chart change at all? If so, what will that look like? Have an honest discussion with your team about how future changes will impact the culture. Document the changes.
Step 3: Curate and share the culture you want
As an IT leader, this is your step. You’ve documented your current culture and you’ve spoken to your team about where they want to go. Now it’s up to you to combine the two. Put your current state and your future document side by side. Decide what you can keep from your current culture and consider what you need to add. Document your ideal goals, values, expectations, and metrics for your team. Anywhere you anticipate change, build milestones to help you get from where you are to where you want to be.
Once you’re done, share your vision with the team. Make sure everyone is on the same page about the changes that are coming and the work that’s needed to make these changes happen.
Step 4: Make your vision a reality
The last piece of the puzzle is implementation and accountability. Clearly outline an implementation plan with specific roles and responsibilities. Ensure your vision becomes a reality by reinforcing the changes and holding the team responsible for their new accountabilities.
Once your culture map is complete, CXponent can help set, prioritize and implement goals for your IT department. Contact us for a free consultation.