Work is constantly changing. But some changes are bigger, and more challenging, than others. To help you work through those challenges, we’re partnering with organizational and team design firm, NOBL, to bring you a Good Talk and workshop on Change Management.

Led by NOBL’s CEO Bree Groff, the evening event will consist of a fireside chat with Kristin Reilly VP, Associate Experience at, Jet.com and Walmart.com and Robert Weisberg, Senior Project Manager at The Met, followed by a workshop on Planning for Change.

The free event takes place at our 176 Grand Street location in New York on Tuesday, July 18th, from 6:30-8:30 p.m. Space is limited so RSVP here to reserve your space.

In the meantime, read up on NOBL’s 5 tips for Culture Managers.

Company culture is the personality of an organization and one of the driving forces behind a successful business. Companies from Netflix to Zappos to Warby Parker recognize this and have spent a lot of time thinking about how to define their cultural values. So, when it came to seeking out advice on culture and effectively managing change at work, we looked to these experts for answers.

Incorporate everyone’s feedback in discussions about culture.

If you’re trying to set your company values or define the culture, reach out to the entire team (via a survey or other open comment period) to get their input. A leadership team or steering committee should make the final call, but this will let people feel like they have contributed, rather than having values dictated.

Find ways to promote culture on a daily basis.

It’s all too easy for a culture book to get shoved in a filing cabinet and never seen again. Post reminders around the office, create swag, and reward people when you see them upholding the culture.

Make culture a crucial part of hiring and onboarding.

Publicizing and promoting your company’s culture externally can help attract great candidates to your team who already share your values. It should be one of the ways you evaluate candidates during hiring, as well as a part of the onboarding process. That said, be wary of the “culture fit” trap—you don’t want people who think and act exactly the same, so look for a culture “add”—people who can bring fresh perspectives and thinking to the team.

Evaluate when it’s time to change.

Make it a habit to regularly evaluate your culture and look for ways to improve it. As the team grows and the market changes, you’ll want to make sure your culture is still aligned with your company’s goals.

Come up with a plan to communicate change.

Change is uncomfortable and fear of the unknown can create anxiety for employees. Develop a plan that you can share with your leadership team to facilitate consistent and frequent communication with employees, regardless of the medium or who is delivering the message. Be transparent and communicate with your team as quickly as possible to reassure employees and prevent the rumor mill from running rampant.

Want to know more about Planning for Change? RSVP here for our fire side chat and workshop with NOBL on July 18th