This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
The first step is defining what values and behaviors you’re seeking.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Former GE CEO Jack Welch once famously said, “The soft stuff is the hard stuff.” The business adage rings true for HR professionals trying to initiate culture change in their organizations.
“I know a lot of people think culture is a mushy, fuzzy concept,” says Norm Sabapathy, executive vice president of people at Cadillac Fairview Corp., an owner and operator of commercial real estate in Toronto. “But, increasingly, research is showing that people really do care about culture.”
So much so, in fact, that senior executives are finally starting to pay attention—which presents a tremendous leadership opportunity for HR, Sabapathy says. The notion of “culture,” loosely defined as the beliefs and behaviors that govern how people act in an organization, emerged in the 1980s and is now believed to be a major determinant of a company’s success or failure. Companies on Fortune’s list of the best places to work—known for their strong cultures—have stock performance that is double that of other organizations.
Culture is considered a potential competitive advantage by 82 percent of more than 7,000 CEOs and HR leaders from 130 countries, according to the Deloitte Global Human Capital Trends 2016 report. Yet only 28 percent of the Deloitte survey respondents believe they understand their culture well, and only 19 percent believe they have the “right culture.”
To help, Sabapathy provides 10 tips for driving a culture change:
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Member Discounts Program
SHRM’s HR Vendor Directory contains over 10,000 companies