VP of HR & People Development at Wurth Canada

Iona Terziyska

Transforming an organization's culture is no small feat, but it's an important endeavor that can yield remarkable results. At Wurth Canada, one of the leading suppliers to the industrial sector, our cultural transformation journey has been nothing short of inspiring. As VP of HR &people development, I’ve had a front-row seat to witness the power of collective effort and visionary leadership in reshaping our organizational DNA.

From the outset, we knew cultural transformation required more than lip service. It demands a systematic approach and unwavering commitment from every level of the organization. Here's how we achieved it, along with some key takeaways from fellow HR professionals.

Inspiring Collective Belief: Crafting a Shared Vision

Cultural transformation requires a strategic blend of vision, collaboration and relentless execution. At Wurth Canada, we embarked on our journey by co-creating a shared vision with every employee. Led by our CEO, Ali Moghaddam, we laid the foundation for our cultural evolution and how we would foster a workplace of integrity, synergy and respect.

Transformation from the Top

Leaders played a pivotal role in driving our cultural shift. Our CEO’s unwavering commitment and active involvement inspired belief and fostered alignment across the organization. His leadership set the tone for embracing change and embodying our newly defined culture. Change took hold as people saw their leaders act and treat them differently. As leaders began to believe that high performance begins with behavior, we built unstoppable momentum. We focused on behavior, and business success followed very quickly.

Foundation of Shared Values

As part of our shared vision, we established 13 cultural attributes of high performance that serve as our behavioral compass. These attributes–from integrity and affiliation to boldness and self-awareness—became embedded in every aspect of our work. They provided a framework for interacting, collaborating, and ultimately achieving our goals.

Alignment with Business Goals

To be successful, cultural change must be tied to tangible business outcomes. Our new culture had to be a driving force behind our ambitious target of doubling our sales in five years. This alignment ensured that our cultural aspirations didn’t become lofty ideals but tangible contributions to our bottom line. Following three years of successful cultural transformation, Wurth Canada achieved an increase in sales.

"Our employees became our most powerful advocates, sharing their stories and experiences to help us attract top talent and retain our best performers."

Prioritizing Cultural Fit in HR Processes

Every HR process was scrutinized and adjusted to support our cultural transformation. From hiring to performance reviews and compensation, we prioritized cultural fit over skills and experience in business performance. It was important that every new hire and existing employee embodied our cultural attributes through their beliefs and behaviors.

Humanistic Leadership Development

Leadership development became synonymous with cultural alignment. We equipped leaders with the tools and mindset needed to champion our cultural attributes through their leadership style. Ongoing feedback, assessment and coaching helped them to consistently take a more humanistic approach to engaging with their teams.

HR as Gatekeepers of Culture

Our human resources team played a central role in stewarding our cultural transformation. We have positioned the HR function as a strategic business partner, guiding cultural consistency and alignment across the organization. Through coaching, open dialogue and continuous reinforcement, we keep our culture alive and thriving.

Prioritizing Recognition and Embracing Mistakes

A culture of learning and appreciation became integral to our transformation. We embraced mistakes as opportunities for growth and fostered a deep commitment to recognition and appreciation. Several programs and tools were introduced to celebrate individual contributions, including the launch of our Achievers platform, which recognizes behaviors that align with our cultural attributes.

Enhanced Employer Brand and Reduced Turnover

By nurturing a vibrant culture, we were able to better promote our employer brand and significantly reduce staff turnover. Turnover dropped while boosting our headcount and reorganizing most of our teams. Our employees became our most powerful advocates, sharing their stories and experiences to help us attract top talent and retain our best performers.

In conclusion, cultural transformation is both an art and a science. At Wurth Canada, our journey serves as a testament to the transformative power of culture in driving business success. As HR professionals, it’s our responsibility to champion culture as a strategic imperative and catalyst for growth. By prioritizing cultural alignment and fostering a humanistic workplace, we can unleash the full potential of our organizations and create a lasting impact.