No company's culture can be changed overnight. If you don't want to fire all your workers and start all over again, count on the fact that change will take place gradually.
First, focus on the changes you can make relatively easily and turn them into big pluses. This will help you create a pleasant atmosphere for the implementation of major changes.
Focus on the work efficiency of individual people in your team. If someone is not good enough, say goodbye. The company will thank you and not mind if the current dismal situation persists a little longer because of recruiting better people.
Your staff must be loyal first to you personally with the company in second place. Otherwise, you will become just one more in a series of failed HR managers.
If you want to achieve long-term success, you need support from above. You can't get this without regular communication, presentation of your achievements and plans for the future.
Your proposals for changes will also need support from managers who are in charge of finance, IT, marketing, operations, etc. You can't make all employees love you; however, you do need to earn the respect of your colleagues.
Do not talk about the transformation of your department as a remedy for bad and unhealthy practices. Your way of expression is very important for gaining support across the company. You should be talking about introducing up-to-date processes and technologies, the best solutions on the market, etc.
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Article source TLNT - a U.S. blog for human resource and talent management leaders