Embedding Excellence: Making Employees a Core Part of Your Company Values
In today’s competitive business landscape, it’s essential for companies to live by values that not only drive business success but also put their employees at the heart of their mission.
When employees are a key part of your company values, they feel empowered, engaged, and motivated to contribute their best. But how can you truly embed employees into the fabric of your company’s values? Here are practical strategies and examples that will help you foster a workforce-centered approach.
Include Employees in Value Creation
If you want employees to embody the company’s values, involve them in the creation process. This ensures that the values resonate with employees and are not just top-down directives.
Example:
Value Development Workshops: Host workshops where employees from different departments participate in creating or refining the company’s core values. For instance, a tech company could gather input from both the development team and customer support to ensure their values reflect collaboration and innovation across all functions.
Integrate Values into the Hiring Process
From day one, make sure prospective employees understand that they are joining a values-driven organization. Communicate how the company’s values align with employee well-being and success.
Example:
Values-Based Interview Questions: Ask candidates to share experiences where they demonstrated alignment with your company's values. If teamwork is a key value, ask candidates to describe a time they collaborated with a diverse team to solve a complex problem. This ensures you’re hiring individuals who will fit within and contribute to the company’s value system.
Make Values Part of Everyday Work
Values shouldn’t just live in a handbook—they should be visible in the day-to-day activities of the organization. This helps employees internalize the company’s principles and see them in action.
Example:
Value Shoutouts: Implement a peer feedback tool where team members give quick "shoutouts" to colleagues who have demonstrated company values in their work. For example, if “innovation” is a core value, a shoutout could be for an employee who came up with a creative solution to a customer issue and tie it to a value.
Recognize and Reward Value-Driven Behavior
Acknowledging employees who live out company values reinforces that these principles matter. Regular recognition fosters a deeper connection between employees and the values they are encouraged to uphold.
Example:
Monthly Value Awards: Create an award system where employees are recognized for exemplifying specific company values. For example, if one of your values is “integrity,” highlight a team member who went above and beyond to maintain ethical standards in a challenging situation.
Align Performance Metrics with Company Values
Ensure performance reviews and promotions are tied to how well employees embody the company’s values. This makes it clear that values are more than words—they are critical to career progression.
Example:
Values-Based Performance Reviews: During annual performance reviews, integrate questions about how employees have demonstrated company values in their work. For instance, if collaboration is a value, managers could assess how well an employee has worked across teams and departments to achieve common goals.
Tie Leadership Decisions to Values
Leadership must consistently model the company’s values in their decision-making. When employees see leaders upholding the same values they are asked to, it strengthens the company’s commitment to those values.
Example:
Transparent Value-Based Decisions: When making tough decisions such as budget cuts or restructuring, explain how the decisions align with company values. If transparency is a core value, leadership can hold town hall meetings where they openly share the reasoning behind decisions and encourage employee feedback.
Conclusion:
Embedding employees into your company’s values isn’t just a strategy—it’s a commitment to creating a workplace where values are lived every day. When employees feel connected to these core beliefs, they become more engaged, productive, and loyal. By involving employees in the creation of values, integrating values into daily operations, and recognizing value-driven behaviors, companies can build a truly values-centric organization.