For over a decade, the quest for social connection and collaboration in organizations has faced challenges. Initially, the focus was on social technology but flooded with similar platforms, the impact fell short of transformational. The realization that the solution lies with people led to two camps: grassroots culture change and top-down leadership change. However, efforts at individual change struggled to be sustained due to shifting priorities. Overlooked throughout this process was the organization itself and its design—the human systems that shape work, leadership, management, and rewards. To create a more innovative, responsive, and resilient organization, we must shift our focus to the rules that guide people’s interactions and approach to working together. This requires a deliberate approach to organizational social design.
Beliefs/Attitudes and Behaviors/Activities:
To understand the current state of your organization, consider:
- What beliefs do employees hold about the mission, products, work, and success?
- How do employees work, collaborate, and engage with peers, leaders, and managers?
- Are they motivated to improve and share knowledge?
- Do they exhibit open communication, support, and positive advocacy?
These behaviors and beliefs are crucial indicators of the organization’s social dynamics. By closely observing these aspects, we can uncover valuable insights into how the organization operates.
Rules/Values (Systems):
Evaluate the systems that shape behavior:
- Do leaders authentically promote inclusiveness or favor an inner circle?
- Are diverse voices given equal opportunities to contribute?
- Does your organization have effective channels for cross-organizational communication?
- Are inputs and outcomes equally rewarded?
- Do organizational decisions cause confusion?
- Are managers evaluated on employee development or solely on financial results?
- Is the path to progress clear and transparent?
To cultivate a social organization, HR and L&D professionals must address the organization’s design and human systems that influence behavior. By analysing beliefs and observing behaviors we can begin to reshape systems to foster a connected and engaged workforce. Remember, it’s not about the latest technology or individual change efforts; it’s about deliberate organizational social design that unlocks the potential for increased engagement, reduced turnover, and a culture of innovation and creativity.
About the Author
Mark Britz is an organizational social designer, author, speaker, and consultant. He helps companies scale their business without losing their unique culture.. Mark provides workshops, resources and leadership coaching. He has worked with companies such as SmartForce, Pearson Digital Learning, Aspen Dental Management, and Systems Made Simple. Mark currently directs learning event development for The Learning Guild. He published his first book, “Social By Design: How to Create and Scale a Collaborative Company” in 2021.