Any advice? This will be the first committee at our company and we are looking to possibly use the success of this to create other new committees. I would appreciate any hard lessons learned and tips for how to tackle building in a small team and tackling questions like "are we ready to build one?" from hesitant teammates. Note that the executive leadership team has already approved this and confirmed providing support for it. Thanks!
12 Comments
12 Comments
Michele Burling
166
11/17/20 at 7:39PM UTC
"Culture" Committee? Is this a committee to determine and promote your company culture and values?
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1 Reply
Anonymous
11/17/20 at 7:54PM UTC
Hi Michele that's correct. Our main goals are around retention, improved morale, and job satisfaction
User edited comment on 11/17/20 at 7:54PM UTC
1 Reply
Michele Burling
166
11/17/20 at 8:40PM UTC
Ok. So, as with any committee - you need to make sure:
1) Discuss with Ops (Mgt)
a) You outlined the key points (you listed 3, are there more? Should be no more than 5 to start).
b) Inquire if they are to flesh out main value statements
c) Get all details on how they see committees function
d) Understand time-frame and meeting restrictions (after-hours, 1/week, 1/month... 1 hour, half a day, whole day, etc.)
e) Determine reporting method and schedule, including feedback and guidance framework
2) Ensure you have selected the right group to seed this project (representatives from each division/level of experience/backgound, etc.)
3) Set up a meeting or conference call to review #1 & 2 prior to first meeting
4) Send out Agenda with meeting invite outlining the process and goals for initial meeting and asking members to come prepared to provide insight and feedback.
[highly suggest each member researches similar companies or large enterprises that highlight their culture (such as The Home Depot - 8 Values) and bring findings and their interpretive ideas to the table.
5) Points of discussion for initial meeting:
a) structure - officers (Chair/Co-Chair/Secretary/Treasurer if necessary) [may be voted on or have been appointed by mgt]
b) Determine voting/quorum
c) Decide committee rotation timeline
d) prioritize goals
e) assign groups of 3 or 5 to one or two of the goals to flesh out (depending on size of committee - always odd number for voting) and brainstorm on ways to enact/promote and support
f) determine reporting method and schedule
6) Set up next meeting before adjourning
7) Receive meeting report from Secretary, review/amend
8) Report back to management
9) Second meeting, review reports by groups and determine if moving forward with their concepts or tabling for further research...rinse and repeat.
This is from experience, and your company might be different. But this worked as a beginning, and we tweaked as we went along. People came and went, but all were hand-chosen, vetted, and personally contacted with invite prior to joining.
I think once you all get to meeting, with the right combination of people, it will take on a life of its own and you will be surprised at the energy and morale that will build from it.
Hope this helps!
Good luck!
User edited comment on 11/17/20 at 8:47PM UTC
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1 Reply
Anonymous
11/17/20 at 9:36PM UTC
Thank you so much! This a very thorough plan and much appreciated!
1 Reply
Anonymous
11/17/20 at 7:44PM UTC
one company started listening groups to educate. Didn't go over very well
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1 Reply
Anonymous
11/17/20 at 7:54PM UTC
Hi anon good to know! Did the company come up with a different solution to tackle the original problem? Or what specifically went wrong?
User edited comment on 11/17/20 at 7:54PM UTC
1 Reply
Anonymous
11/17/20 at 8:08PM UTC
They set it up so that HR would be on these calls and they asked a diverse population to tell their stories of why they were afraid. People were very uncomfortable and felt singled out versus being supported
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Reply
Janna McNeil
31
Senior Director Sales Operations in MA
11/17/20 at 8:40PM UTC
I think a homegrown group works better than if you include HR. People are not as forthcoming if HR is involved. You could frame it in a more social aspect and call it the "Culture Club." That way you can incorporate some fun team building activities that support the overall cultural mission. Changing culture is difficult unless it is modeled from the top of the organization.
Another option is to start a LeanIn Circle. LeanIn.org has some great free resources.
You just need to really be careful that a culture committee doesn't turn into a complaining session.
User edited comment on 11/17/20 at 8:46PM UTC
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1 Reply
Anonymous
11/18/20 at 11:07PM UTC
Hi Janna thanks for bringing up that great point. We are hoping to re-evaluate some of our current team activities for team building and see how we can make sure they take place. I will check out LeanIn.org. Thanks again!
Reply
Mridula Kaul
41
11/17/20 at 9:22PM UTC
Hi Anon, in my experience, I’ve found the word ‘culture’ to mean different things for different people. It can also come across and fuzzy and intangible when what you’re actually trying to achieve is vital to organisational success. I would suggest considering a different name for this committee - ‘Employee Engagement’ perhaps? That makes the committee’s objectives clear and shows employees that they are being put at the heart and centre of the organisation.
I hope that helps. These are difficult discussions at the best of times. In current conditions, they become even more tricky. Wish you all the very best!
Best wishes
Mridula
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1 Reply
Anonymous
11/18/20 at 11:08PM UTC
Hi Mridula I like your idea of renaming to 'Employee Engagement.' Thanks for taking the time to provide me feedback on your experience. I could use all the help anyone is willing to offer because you're right we are living in tricky times.
Reply
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