Slow wins
When the feedback from the culture survey is in, two words quickly leap to the top of the priority list; ‘quick wins’. The assumption that, in order to meaningfully address the challenges posed by employees, the easy stuff should be done first.
However, most employees see this for what it is. Avoidance of the work that really matters.
The hard stuff is where culture change actually happens. Performance management systems that haven't been updated since 2012. Leaders who undermine their teams. Accountability that only applies to some people, not everyone. These are the issues that keep your best people awake at night and eventually drive them out the door.
Tackling them takes time, courage, and sustained effort. That's precisely why most organisations won't do it. They'd rather tick a few boxes and claim victory than face the uncomfortable conversations that real change demands.
Yet, when you prioritise slow wins trust immediately builds because employees see that you're serious about change. The toxic behaviours that everyone tolerates get addressed first, not last. Systems that frustrate people and drain energy and time get fixed; and work actually becomes easier. Employees are then compelled to address the quick wins themselves.
Meaningful culture change isn't won through gestures or addressing the things that seem ‘quick’. It's won through addressing the structural, behavioural, and systemic issues that genuinely impact how people experience work.
Stop ticking things off a list and start fixing what's broken. The slow win is sometimes the only win that matters.
