Strategies for Leveraging Microcultures
Microcultures are the specialized subgroups in which the participants of that group develop their own expectations, communication methods and values. These exist within a larger macroculture—the dominant culture within the organization. Microcultures can, have and continue to develop in on-site working arrangements. But, with more employers supporting remote or hybrid work models, many large-company macrocultures that were nurtured by in-person connection have fallen to the wayside.
Employees generally enjoy being a part of a smaller community that enables more individual expression. In these situations, employees may get to know one another on a personal level, and the individual traits of each employee may foster the unique dynamics of the culture and meet the social needs of the group.
A recent survey by BambooHR reported that 1 in 5 workers say declining company culture is the main reason they are searching for a new job. What’s more, according to Zywave’s 2022 Attraction and Retention Benchmarking Overview, 24% of employers consider having a strong company culture a top priority during the hiring process. Ultimately, these microcultures play a key role in an employee’s experience with the broader workplace environment; workers are willing to leave their jobs to find a strong culture that matches their preferences. Because employees value their microcultures so much, it is important their employers support them. This article provides strategies employers can use to leverage companies’ microcultures to help benefit their overall culture.
Meet With Various Teams
In order to understand the different microcultures within an organization, leaders and HR professionals should take time to meet with different departments. Within each team, there will likely be different needs, values and communication styles that need to be understood. To best incorporate each microculture into the larger company macroculture, employers should consider carving out time to meet with the leaders of each team to discuss these topics and what resources or support they can offer. What works for one team may not be as effective for another, so it is important to understand these differences and leverage them to allow each team to perform at its best.
Connect Groups to the Macroculture
Another key component in leveraging the microcultures within an organization is being able to understand the value of different groups and connect them to one another. Part of the value of having several microcultures is the varied perspectives they can bring to the macroculture as a whole.
In order to benefit from these perspectives, leaders should seek to connect these groups to the overall culture by identifying similarities between them and helping them grow closer based on what they have in common. For example, if two groups use a similar communication style, such as only communicating via instant message, leaders should identify this and have those groups work together using that style. Consider hosting events with employees from different departments to help facilitate these connections. Introducing these different groups to one another will allow each group to still have its own identity while connecting with the larger company culture based on shared interests and viewpoints.
Expect Unique Communications Styles
When communication is poor, a sense of distrust often develops between employees and their employers. Every microculture within an organization probably has a different communication style, so it’s important to understand each one. Some groups may be more extroverted and prefer frequent interaction via in-person meetings, whereas others may be more introverted and prefer email communication most of the time. When employers understand this and utilize the same method of communication a person or group uses, they are more readily viewed as a member of that group rather than an outsider. Establishing this credibility is key to effectively bonding with various groups and keeping them excited to be part of the larger company culture.
Allow for Personalization
Every microculture will be different, and it is important to lean into those differences. The beauty of having various groups with different ideas is that it can allow for innovation when their creativity is not stifled by rigid guidelines. Consider allowing groups to create their own processes for completing work rather than making all groups conform to the same systems. While leaders and managers will need some cohesiveness across policies and expectations, they can find areas where they allow employees to create standards that work for their groups. This is not only an opportunity for new, more efficient ideas to develop, but it also emphasizes to employees that their views are valued by the organization.
Takeaway
While microcultures started to emerge more rapidly in response to the increase in remote and hybrid working situations, they likely already existed within an organization, and employers can take advantage of these unique dynamics. Not all of these strategies will make sense for every organization, given that some employers require more standardization, but some may be applicable to many companies. By applying various strategies to leverage these microcultures, employers can help improve the overall culture at their companies.
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This HR Insights is not intended to be exhaustive nor should any discussion or opinions be construed as professional advice. © 2022 Zywave, Inc. All rights reserved.