Here is another valuable Management Tip of the Day from Harvard Business Review. To sign up for a free subscription to any/all HBR newsletters, please click here.

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If you’re trying to implement a new culture in your organization, employees are more likely to buy in if they see that the change is already sticking.

o Demonstrate small wins early on [e.g. “low-hanging fruit”]  and showcase examples of how the new culture will help the company achieve [their goals as well as ] its goals.

o Here’s an example. Before the pharmaceutical company Dr. Reddy’s rolled out the company’s new mission, “Good health can’t wait,” leaders redesigned the product packaging to be more user-friendly and recast its sales reps as knowledge hubs for physicians.

o When the cultural shift was introduced, leaders could point to projects already under way to show how it was succeeding.

Celebrating the first small steps toward a new vision helps your employees understand what the new culture should accomplish — and gives them models to follow when making their own contributions to the shift.

Adapted from “Changing Company Culture Requires a Movement, Not a Mandate,” by Bryan Walker and Sarah A. Soule

To check out that HBR article and join the discussion, please click here.

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