Collaboration Strategies Implementation In Organization That Helps Resilient Culture
The resilient organizational culture refers to the organization that rebound and prosper after major disruption in the business functioning.
Resilience is generated when an organization is resistant to change, adaptive, elastic, cooperative and sustainable.
There are different aspects of resilient culture; the most required traits of resilient culture are;
Since the disruption created due to COVID, implementation of resilient culture in organizations is essential.
Let’s elaborate on some of the collaborative strategies to develop a resilient culture in organizations.
1. Launch a Business Continuity Program
The role of a leader in bringing change is undoubtedly most significant. The leader’s behavior, values, and attitude towards employee create an impact on employees’ productivity and acceptability.
One of the best ways to show affection towards employees and unite them to accept change is developing a continuity program. Teach employees about different past events that the organization resiliently faced.
Link the organizations’ KPI with the value of resilience and acceptance of the change. Arrange program on a bi-monthly basis, as too much enforcement can create a negative impact on employees.
2. Empower Resilient Champions
Around 83% of the organizations believe that there is a need for developing leaders on a small-scale. These internal and external actors will maintain collaboration and sustain the process of resilience building. But, the selection of these actors is the real challenge for the organization.
- Choose one actor from the following department; Risk, technology, legal, supplier management, and internal audit.
- Team them up and elaborate the whole journey of resilience and their contribution.
- Empower them to motivate other employees of their department.
- Use them as a communication channel to narrate any new law or change in business functionality.
It is suggested to select a person who has a strong character with the capabilities to influence others. Survival of some natural disaster can be an effective one, as their personal story will motivate employees.
3. Use a Communication Program
The creation of resilient culture is dependent upon the acceptance and flexibility of new processes by employees. The acceptance of new processes depends on communication; most employees show confrontation when briefed regarding new working procedures.
Therefore, leaders should use proper communication channel to brief them. This communication channel is divided into two tiers.
The first tier will inform the external stakeholders about the policies. The second tier, which includes actors, managers, and leaders, will brief internal stakeholders.
4. Organize Activities for Organization
Make the resilient culture common. Arrange different collaborative activities that can support you in promoting resilience.
Find a specific date to celebrate resilience, and include that day in the office calendar. Show movies to support resilience, or arrange contests, talks, and visit to different places.
You can also celebrate the cultural day at the office to support diversity and show acceptance.
5. Utilize Technology for Remote Collaboration
Working from a remote location is a new normal. Since the pandemic, the majority of employees prefer working from home.
But, collaboration and communication were the biggest problems faced by employees.
Therefore, the organization must create a communication and collaboration network that facilitates remote working. Store all the official documents in the cloud and give employees access to their respective files and documents.
Facilitate them with high-speed internet connectivity. Fix the working hours. To motivate them provide free shopping vouchers to buy assignment UK or any other necessary commodity.
6. Appreciate Employee’s Performance
According to Dissertation Assistance UK, appreciating employee’s performance is an adequate way of increasing their engagement level; a well engaged and motivated employee will be more absorbent to changes.
Employees even ignore monetary gains on praise and acknowledgement.
Therefore, adequate acknowledgement and praising of employees is necessary. Arrange a meeting with the HR department and guide them to note every employee’s extraordinary performance.
Appreciate them on a bi and tri-monthly basis. It is suggested not to go for extravagant events, call a meeting in an open space and appreciate that individual’s effort.
Tesco-The Resilient Culture Experts
Tesco is considered to be the champion of resilience due to its diverse activates. The leading grocery store was considered extremist due to the activities they carried out. The organization follows the organizational resilience structure;
Almost four years ago, they celebrated ‘Doomsday Activity’ in which they shut down their head office and ask branches to operate on their own. These types of activities promote resilient culture in their organization.
Therefore, when the pandemic hit, Tesco continues to work at the same pace. Their employees were trained and have practiced resilience before. This is why; they quickly adopt preventive measures and continue their functioning.
Maintaining social distancing, delivering grocery at the doorstep, working and collaborating remotely were practiced efficiently by the employees.
Another example of resilience was the new hiring; the organization hired 12,000 pickers, 4000 drivers, and 400 vans. This increases working hours, but employees kept on working with the same dedication. The extreme activities and benefit of the resilient culture of Tesco were evident during the pandemic.
It is also reflected that organizations that have practiced resilient culture before pandemic were secured from ample loss.
Creating a resilient culture in organizations demands a lot. Due to this, the majority of leaders and organizations exempt from the adaptation of this culture. The leaders are required to collaborate and interact with employees continuously. It is also considered to be the test of leadership.
It also requires engaged and motivated employees, as, without their contribution, nothing is possible. The example of Tesco reflects that adequate practice and resilient organizational culture can prepare organizations for any situation.
I hope the details about implementing the resilient culture using collaborative strategies that I have mentioned above will support you in adopting resilient culture.
Stella Lincoln is currently working as an Assistant Editor at Assignment Assistance, the organization famous for its assignment writing service UK. She had served in several organizations, which increases her professional experience. Her dedication to writing is visible from her blogs.