Sabrina Bianchi is Brand & Marketing Manager at Impact Italia
Can organisational change go beyond restructuring? Is it possible to transform the core culture and values of a company? The solution involves more than just implementing new processes or structures; it requires engaging with individuals, their experiences, and their motivations.
Where to start with culture change
Every cultural change begins with a story. Organisations must communicate a narrative that extends beyond the need for improved performance. An effective story touches on deep motivators such as social impact, customer value, and the meaning of teamwork.
This narrative acts as a catalyst, unlocking hidden energy within the organisation. A shared story creates a common vision that inspires and mobilises. Explaining the “why” behind the change is essential to connect people to organisational goals in a meaningful and authentic way.
How to get people to engage with change
True cultural change cannot be imposed from the top down; it must be co-created. People need opportunities to actively participate in the process and share their stories. This not only fosters a sense of belonging but also turns change into a shared and inclusive endeavour.
By giving employees a voice, organisations can integrate diverse perspectives, increasing motivation and engagement. When people feel part of something greater, their commitment grows and this translates into tangible and lasting results.
Balancing positive and negative aspects
Effective communication is balanced. An overly positive approach risks appearing unrealistic and losing impact, while a focus solely on problems can generate resistance. The key lies in a combination of celebrating opportunities while acknowledging the challenges ahead.
This transparency builds trust and encourages a constructive mindset. People feel prepared to tackle difficulties but also inspired to achieve new goals.
How to keep the momentum going
Cultural change is not a one-off event but an ongoing process. Training should be an integral part of daily work rather than a standalone activity.
Through practical and continuous learning, employees can acquire and reinforce new skills to manage change effectively. This approach ensures sustainable results and embeds change within the organisational culture.
What to do when employees resist change
One of the greatest obstacles to cultural change is the perception of unfairness. Even when changes are rationally valid, if they are not perceived as fair by employees, they can provoke resistance.
Organisations must ensure that change processes are transparent and inclusive. Creating a sense of fairness strengthens trust and reduces emotional and psychological barriers to change.
The first step towards transformation
As an old saying goes, “The first step doesn’t take you where you want to go, but it gets you out of where you are.” Every significant change begins with a first step in the right direction.
Our approach is to help you take that step, building a path together that transforms cultural change into a genuine opportunity for growth. The goal is to create an organisation capable of adapting and thriving, where people not only accept change but embrace it as part of their evolution.
Cultural change is both the greatest challenge and the greatest opportunity for an organisation. With a clear vision, authentic engagement, and a fair and continuous process, it is possible to transform not just the organisation but also the people within it.
More on change
Read: Impact's approach to change management
Podcast: Leading change from compliance to commitment with Paul Wise, COO at GE Vernova