{"id":12776,"date":"2023-10-05T09:00:00","date_gmt":"2023-10-05T13:00:00","guid":{"rendered":"https:\/\/epsi-inc.com\/?p=12776"},"modified":"2025-02-20T14:12:07","modified_gmt":"2025-02-20T19:12:07","slug":"leadership-and-organizational-culture-an-inseparable-duo","status":"publish","type":"post","link":"https:\/\/epsi-inc.com\/en\/leadership-and-organizational-culture-an-inseparable-duo\/","title":{"rendered":"Leadership and Organizational Culture: an Inseparable Duo"},"content":{"rendered":"\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Have you ever taken the time to reflect on the influence of your managers, and their leadership in your organization? I\u2019ve been getting a lot of questions lately about their contribution to organizational culture. It\u2019s important to understand that when we talk about organizational culture, we\u2019re primarily talking about how people within an organization behave, how they interact, and how attitudes, established norms and beliefs influence these behaviours. In other words, how things are done within the organization. I\u2019m sure you\u2019ll agree that managers have an important role to play here.<\/p>\n\n\n\n<p>So I thought I\u2019d tell you about it, taking into account an intervention we carried out with a fine private-sector company.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Context<\/h3>\n\n\n\n<p>This fast-growing manufacturing company was acquired by a new group of shareholders with a different vision from the previous shareholders. The company is known for offering attractive total compensation (salaries + benefits) and state-of-the-art workspaces with several relaxation areas for workers. All in all, a context that favours the company in question.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">Initial Symptoms<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Turnover is high (nearly 36%).<\/li>\n\n\n\n<li>Loss of corporate memory due to numerous departures.<\/li>\n\n\n\n<li>High absenteeism rate (8%).<\/li>\n\n\n\n<li>Significant disengagement of the workforce.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">The Solution<\/h4>\n\n\n\n<p>Support on several fronts for the organization, but particularly in understanding the situation by administering an employee survey, holding 4 focus groups and drafting a year-long action plan. Training and coaching for managers, with an individual approach, a group approach and the use of an e-learning solution (in autonomous mode) focused on the manager\u2019s role, leadership and emotional and situational intelligence.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">The Results<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Turnover rate greatly reduced (less than 13%).<\/li>\n\n\n\n<li>Increased sharing of corporate memory\/coach-mentor posture.<\/li>\n\n\n\n<li>Low absenteeism rate (close to 4%).<\/li>\n\n\n\n<li>Renewed commitment with a rate of almost 52%.<\/li>\n<\/ul>\n\n\n\n<p>From the outset, it\u2019s not uncommon for organizations to want to act directly on the symptoms, rather than taking the time to analyze the causes. In this customer\u2019s case, they put a lot of effort into attracting new talent, which they succeeded in doing, but unfortunately, they were unable to retain and mobilize them. They were quick to leave their new jobs, and the team had to keep recruiting to replace them.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">Taking a Step Back<\/h4>\n\n\n\n<p>In a case like this, the first piece of advice is to take the time to understand what\u2019s going on. There are many ways of obtaining information about the situation: surveys, interviews, focus groups, and other data recorded in the human resources management system. The important thing is to be able to make a clear diagnosis of the situation, and not just focus on the symptoms. In this case, the main issue for this organization was not turnover, loss of corporate memory, disengagement, let alone absenteeism. In fact, after collecting and analyzing the data, the impact of managers on employees was rather mixed.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h5 class=\"wp-block-heading\"><strong>Clearly Defined Findings<\/strong><\/h5>\n\n\n\n<p>As part of the exercise, six (6) factors were identified as being at the root of the symptoms previously identified:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Micromanagement: employees felt stifled and devalued in their roles, as there was no room for creativity, initiative and decision-making.<\/li>\n\n\n\n<li>Limited communication: a lack or absence of communication with expectations and objectives.<\/li>\n\n\n\n<li>Lack of recognition: little thanks or acknowledgement of employees\u2019 work and efforts.<\/li>\n\n\n\n<li>Lack of active listening: managers didn\u2019t pay much attention to their employees\u2019 ideas and concerns.<\/li>\n\n\n\n<li>Constantly changing priorities: priorities kept changing without clear explanation.<\/li>\n\n\n\n<li>The sometimes-negative attitude: some managers were regularly unpleasant and didn\u2019t set a good example.<\/li>\n<\/ol>\n\n\n\n<p>The correlations between these six (6) factors and the symptoms observed in this customer were quite strong. It was therefore only natural to work on the culture by first addressing the epicentre of the situation: the managers.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h5 class=\"wp-block-heading\"><strong>The Impact of Managers on Organizational Culture<\/strong><\/h5>\n\n\n\n<p>Numerous data and statistics support the importance of properly equipping and training managers to ensure a healthy, vibrant organizational culture. According to a Gallup study, there is a considerable 70% difference in the quality of culture between companies with underperforming managers and those with excellent managers. In reality, managers are the true catalysts of organizational culture. Without them and their input, a company may have the best compensation and benefits package, state-of-the-art equipment and premises, but it won\u2019t be able to mobilize and retain its employees.<\/p>\n\n\n\n<p>So, the outcome was pretty clear. The company needed to invest in the development of its managers to take them to the next level, but above all, to make them aware of their impact on their people. Unfortunately, this is all too often the case: awareness is lacking. Managers don\u2019t always understand that their actions and behaviours can have a significant impact on the employee experience. In the case of this company, they had the will to improve the situation, and as new shareholders, the timing was perfect. They took the steps to make it happen, and their results after 1 year were exemplary.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h5 class=\"wp-block-heading\"><strong>Let\u2019s Remember\u2026<\/strong><\/h5>\n\n\n\n<p>Organizational culture is the way people within an organization behave, and interact, and how attitudes, established norms and beliefs influence these behaviours. In other words, how things are done within the organization. Managers have a big role to play, and it should never be underestimated. There\u2019s a lot of talk about the importance of storytelling in creating organizational culture, but I\u2019d like to tell you that story experiencing has an even more obvious impact, because it precedes the story that will be told \u2026 and the manager is often the main actor! Owner\/CEO: invest in your managers. Managers\/team leaders\/supervisors: be aware of the impact you have on your workforce. And there you have it! Good thinking!<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"has-text-align-center\"><strong>Are you in a similar situation?<br><a href=\"https:\/\/epsi-inc.com\/en\/contact-us\/\" target=\"_blank\" rel=\"noreferrer noopener\">We can help<\/a>!<\/strong><\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Have you ever taken the time to reflect on the influence of your managers, and their leadership in your organization? I\u2019ve been getting a lot of questions lately about their contribution to organizational culture. It\u2019s important to understand that when we talk about organizational culture, we\u2019re primarily talking about how people within an organization behave, [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":12775,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[79],"tags":[],"class_list":["post-12776","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-trends"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Leadership and Organizational Culture: an Inseparable Duo &#8211; EPSI<\/title>\n<meta name=\"description\" content=\"Invest in your managers and team leaders and be aware of the direct impact your leadership has on your organizational culture!\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/epsi-inc.com\/en\/leadership-and-organizational-culture-an-inseparable-duo\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Leadership and Organizational Culture: an Inseparable Duo &#8211; EPSI\" \/>\n<meta property=\"og:description\" content=\"Invest in your managers and team leaders and be aware of the direct impact your leadership has on your organizational culture!\" \/>\n<meta property=\"og:url\" content=\"https:\/\/epsi-inc.com\/en\/leadership-and-organizational-culture-an-inseparable-duo\/\" \/>\n<meta property=\"og:site_name\" content=\"EPSI\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/epsiinc\" \/>\n<meta property=\"article:published_time\" content=\"2023-10-05T13:00:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-02-20T19:12:07+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/epsi-inc.com\/wp-content\/uploads\/2023\/10\/iStock-1454530428.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2121\" \/>\n\t<meta property=\"og:image:height\" content=\"1414\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Catherine Audet\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@epsisocialmedia\" \/>\n<meta name=\"twitter:site\" content=\"@epsisocialmedia\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Catherine Audet\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/epsi-inc.com\\\/en\\\/leadership-and-organizational-culture-an-inseparable-duo\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/epsi-inc.com\\\/en\\\/leadership-and-organizational-culture-an-inseparable-duo\\\/\"},\"author\":{\"name\":\"Catherine Audet\",\"@id\":\"https:\\\/\\\/epsi-inc.com\\\/en\\\/#\\\/schema\\\/person\\\/7bbccc029b22ff88aa8198218d885fd0\"},\"headline\":\"Leadership and Organizational Culture: an Inseparable Duo\",\"datePublished\":\"2023-10-05T13:00:00+00:00\",\"dateModified\":\"2025-02-20T19:12:07+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/epsi-inc.com\\\/en\\\/leadership-and-organizational-culture-an-inseparable-duo\\\/\"},\"wordCount\":941,\"publisher\":{\"@id\":\"https:\\\/\\\/epsi-inc.com\\\/en\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/epsi-inc.com\\\/en\\\/leadership-and-organizational-culture-an-inseparable-duo\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/epsi-inc.com\\\/wp-content\\\/uploads\\\/2023\\\/10\\\/iStock-1454530428.jpg?wsr\",\"articleSection\":[\"HR Trends\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/epsi-inc.com\\\/en\\\/leadership-and-organizational-culture-an-inseparable-duo\\\/\",\"url\":\"https:\\\/\\\/epsi-inc.com\\\/en\\\/leadership-and-organizational-culture-an-inseparable-duo\\\/\",\"name\":\"Leadership and Organizational Culture: an Inseparable Duo &#8211; 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