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of organizations say that "how we build culture" is the aspect of the employee experience that has changed the most due to the pandemic.


agree that culture is crucial when implementing flexible working.


see an improved culture as critically important to driving business outcomes, and attracting and retaining talent.



  • Rethink command and control towards trust and responsibility
  • Break down silos to foster collaboration and innovation
  • Create a genuine customer-centric mindset
  • Cultivate openness and curiosity to foster true inclusivity
  • Nurture mindfulness to become sustainable at the core


Culture underpins every aspect of how your organization 


The culture of your organization is embedded in the very fabric that holds it together. It drives everything: from how decisions are made to how feedback is given, from how your organization learns and develops, to how employees join or leave you.


Culture must therefore be understood as an organizational capability and be developed in “close conversation” with your corporate strategy. It is only by shifting and aligning your culture to fit with your new priorities that you can achieve real transformation. 

How do we change organization culture?

Design desirable culture

A jointly designed targeted culture brings people together and projects a desirable future for every employee. Its goal should be ambitious and in line with the strategic direction of the organization. It should build upon the strengths of the current culture and contributes to the necessities of the future, and anticipate and fulfill the needs of the future.

Reflect on existing behavior

An authentic evaluation of the current culture and related behavior is key to successful transformation. This process generates a picture of reality, triggers the process of behavioral change and creates a strong call to action.

Remove culture barriers

Identify artifacts and behaviors that prevent people from acting in line with the targeted culture. Written and unwritten rules will come to the fore and be questioned. Redesigning or doing away with such rules will remove obstacles that prevent people from adapting to the new normal.

Invite to develop

The entire transformation journey is an invitation for employees to develop both their organization and themselves. It is a promise that must be kept. Within the emerging organizational learning process, new ways of working are being explored and internalized.

Activate every employee

Through leadership alignment and development, leaders start acting as role models and actively shape change. Continuous communication addresses the barriers to transformation. Dialogue and participation generate acceptance and engagement within the workforce, activating everybody for the future.

Our experts 

Ravin Jesuthasan

Ravin Jesuthasan

Global Transformation Services Leader, Mercer



Kai Anderson

Kai Anderson

Global Workforce and Organization Transformation Leader, Mercer



Melissa Swift

Melissa Swift

US Transformation Leader, Mercer



Lewis Garrard

Lewis Garrard

Singapore Career Business Leader,  Mercer



Ephraim Patrick

Ephraim Patrick

Pacific Workforce Transformation Leader, Mercer

Cynthia Wenzel

Cynthia Wenzel

Central Europe Change and Culture Transformation Leader, Mercer

Connect with our experts to find out more.