Culture Change: Where Do You Start?

Here, we are comparing a prison to your business.

Change is never easy. It’s disruptive, unsettling, and often resisted. But sometimes, you can’t avoid it. The challenge is knowing where to start.

In one UK prison, culture change wasn’t optional. The facility was chaotic, unsafe, and demoralising. Staff turnover was high. Morale was low. There was a sense of chaos and instability. If that sounds familiar to your organisation, here’s what worked there, and what might work for you.

1. Take a Hard Look at the Present

Start by assessing the status quo. The prison faced challenges including poor staff retention, high sickness levels, and insufficient training. Leaders knew the first step was to face the reality of their situation.

• What’s your reality?
• Where are the cracks?
• What’s causing frustration or disengagement in your team?

2. Set Clear Priorities

The prison introduced three simple values:

• Be Honest,
• Be Kind,
• Be Fair.

Everyone could remember them. Actions aligned with these values became the yardstick for success.

• What values guide your team?
• Are they clear and actionable?
• Could everyone in your organisation name them without hesitation?

3. Focus on People

The prison’s new leadership prioritised people over processes. They introduced staff wellbeing initiatives, improved physical working conditions, and invested in training. When people feel cared for, they’re more likely to care about their work.

• Do your staff feel supported?
• What small changes could you make today to show you value them?

4. Build Togetherness

Adversity often brings people together. During the pandemic, prison staff and prisoners recognised they had to rely on each other to get through the crisis. This created a sense of camaraderie and cooperation.

• Could you foster a similar spirit of togetherness in your team?
• Are there opportunities to collaborate and build trust?

5. Empower Your Team

Leadership encouraged autonomy and decision-making at the prison. Staff took ownership of their roles, creating solutions and driving change.

• Are your team members empowered to act?
• Do they have the autonomy to solve problems without needing approval for every step?

6. Keep the Momentum

Change isn’t a one-off event. At the prison, momentum was maintained by recognising achievements, celebrating progress, and continuously reinforcing the vision. The leadership’s mantra was “relentless repetition.”

• How do you keep your team focused on the vision?
• Do you celebrate milestones and remind people why change matters?

The prison’s transformation wasn’t perfect. Not everyone benefitted equally, and there’s still work to do. But they’ve created a calmer, safer, and more cohesive environment. These lessons are not just for prisons, they apply to any workplace struggling with cultural challenges.

Where will you start?

Take the First Step At TEG Learning & Development, we specialise in helping teams like yours initiate and sustain meaningful change.

Let’s build a better future, together.

To read the UK prison case study published by UK Government department of crime, justice and law, go here.