Prestasi & Budaya • 9 MIN BACAAN
Buku Panduan Perubahan Budaya: Cara Benar-benar Mengubah Budaya Organisasi
JUN 17, 2026
Culture change is one of the hardest things an organisation can attempt. Here is the framework that gives it the best chance of success.
Mengapa kebanyakan program perubahan budaya gagal
Majoriti program perubahan budaya gagal kerana mereka menumpukan pada komunikasi dan poster nilai-nilai, bukannya mengubah sistem dan tingkah laku yang mewujudkan budaya. Budaya bukanlah apa yang dikatakan oleh organisasi sebagai nilainya; budaya ialah tingkah laku yang sebenarnya diberi ganjaran dan ditoleransi oleh organisasi. Jika organisasi mengatakan ia menghargai 'integriti' tetapi mengabaikan kebimbangan etika yang dibangkitkan oleh pekerja, atau mengatakan ia menghargai 'orang dahulu' tetapi membuat keputusan yang jelas mengutamakan kos berbanding kesejahteraan, pekerja menerima mesej yang jelas: nilai-nilai itu ialah pemasaran, bukan komitmen. Pendedahan berulang kepada jurang ini menghasilkan sikap sinis yang sangat sukar untuk dipulihkan.
Empat pengungkit perubahan budaya
Research by Kotter and others identifies four levers that, applied together, are necessary for sustainable culture change: leadership behaviour (leaders at all levels must visibly model the target behaviours, not just endorse them from a distance), formal mechanisms (performance management, promotion criteria, and recognition must reward the target behaviours), informal networks (the influencers within the organisation who shape peer norms must be identified and engaged), and skill development (employees must be equipped with the skills to demonstrate the target behaviours, not just told to exhibit them).
Mengukur kemajuan
Culture change is not an event but a multi-year process. Measure progress through a combination of leading indicators (behaviour change observations, 360 feedback data, manager quality scores) and lagging indicators (engagement scores, voluntary turnover, customer satisfaction). Set realistic timescales: meaningful culture change in a large organisation typically takes three to five years of sustained effort. Celebrate early indicators of progress to sustain momentum, but do not declare victory prematurely.
