Many of us have complained at some point about issues with our company’s culture—silos, bureaucracy, lack of collaboration, etc. We throw up our hands in frustration about how that vague, hard-to-grasp thing called “the culture” seems so deeply entrenched it defies any efforts to improve it.

We wait around, hoping the C-suite will declare some magical changes that suddenly transform the culture. However, organizational culture emerges from the collective daily actions, attitudes, and decisions of all employees across the company. No top-down mandate can force authentic culture change without grassroots buy-in and influence.

So, while vision and leadership from executives set the tone, employees at every level play a pivotal role in driving fundamental transformation through their behaviours. Though we often feel powerless to change “the culture,” we actually have immense influence to nudge it in positive directions.

Here are four ways you can help evolve your company’s culture every day:

Model the Desired Behaviors  

Want to instill more transparency in decision-making? Start sharing the rationale in your calls. Hope to reduce siloed thinking? Pursue cross-departmental knowledge sharing. Model the mindsets and actions you wish were more widespread.

Even small shifts in daily behaviours signal change to your peers, giving “permission” for others to also realign. This peer influence creates momentum, inspiring broader adoption across teams. Leading by example is one of the most profound demonstrations of the change you wish to see.

Provide Authentic Feedback

As employees, we offer invaluable perspectives into cultural pain points. Where do current ways of operating fall out of alignment with our values? What processes undermine collaboration? Where is the culture holding us back?

Constructive feedback is a gift. It sheds light on real issues leadership can’t tackle without transparency. Speaking candidly during engagement surveys or even sharing frustrations with your manager helps highlight cultural shortcomings. Today, many companies actively encourage this dialogue and take action to address employee input.

The key is framing feedback constructively with courage, care and wisdom. Blatant venting or victim mentalities often backfire. But honest insights in good faith signal you care enough about the organization to share what’s not working, which leaders appreciate candidly.

Champion Initiatives Aligned to Values

Once cultural transformation priorities become clear, take the lead on initiatives you believe in—volunteer for projects, working groups, and committees that drive the strategic outcomes you want to see. Become an advocate for values vital to you.

For example, if sustainability matters, seek out or even pioneer projects advancing eco-friendly practices. Or propose piloting flexible work arrangements if a better work-life balance is a cultural opportunity. Spearheading ideas flowing from the culture you envision brings them to life. Grassroots experimentation by empowered employees often bubbles up the most creative transformations.

Collaborate Across Silos

Finally, silent culture killers lurk in legacy divisions embedded over the years: siloed teams, isolated knowledge pools, and duplicated efforts. These barriers frustrate growth, so pioneering cross-functional work represents a cultural triumph.

Pursue opportunities to collaborate across departments. Tear down outdated mindsets that prevent sharing ideas and information. One connective conversation, shared success or mutual understanding at a time begins dismantling barriers. Even just uncovering shared challenges facing different teams can unravel assumptions.

Small bridges built between silos pave the way for larger cross-departmental projects. Progress accelerates exponentially once silo walls start coming down through employee initiative.

Culture ultimately emerges from hundreds of daily actions by regular employees like you and me. While executives play an anchoring role, transformation only sticks through grassroots adoption. Each of us contributes to culture in ways both positive and negative. So, what behaviour, dialogue or thinking shifts could you pledge to adopt starting today? What might happen if even 20% more employees reflected on their cultural influence and chose to activate it towards positive outcomes? Now, that creates exciting transformation potential!

The question for you is: If not me, then who? What step will you take today?

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