Aligning your team with your company values is not only a matter of communicating them clearly, but also of embedding them in your performance management system. By doing so, you can foster a culture of accountability, engagement, and alignment that supports your strategic goals and vision. Here are some tips on how to align your team with your company values through performance management.
The first step is to define what your company values mean in terms of observable and measurable behaviors. For example, if one of your values is innovation, you might specify that it involves generating and implementing new ideas, seeking feedback, and embracing change. Then, you need to create indicators and metrics that allow you to assess how well your team members are demonstrating those behaviors. For example, you might use a rating scale, a 360-degree feedback tool, or a self-assessment questionnaire.
You can start with defining what kinds of behaviours you want your employees to show as an implementation of your values, these behaviour should be shared with employees as the standard behaviour, be part of your performance appraisal criteria, then reward employees who shows high level of adabting these behaviours to encourage everyone one to follow them and applying company values
The second step is to align your team's goals and rewards with your company values. This means that you should set SMART (specific, measurable, achievable, relevant, and timely) goals that reflect and reinforce your values. For example, if one of your values is customer satisfaction, you might set a goal of increasing the Net Promoter Score by a certain percentage. Moreover, you should design a reward system that recognizes and incentivizes value-based behaviors. For example, you might offer praise, recognition, bonuses, or promotions to those who excel at living your values.
When recruiting new team members, consider their alignment with company values. Look for individuals who not only have the required skills but also share the same values as the company. Regularly communicate the company values through various channels such as team meetings, emails, and internal communications. Use real-life examples to illustrate how these values are put into practice. Provide training sessions that focus on the company values. This can help team members understand the values better and learn how to integrate them into their daily work. Recognize and reward employees who exemplify the company values. This reinforces the importance of these values and encourages others to follow suit.
The third step is to provide value-based feedback and coaching to your team members. This means that you should give regular, constructive, and specific feedback that highlights how their performance aligns with or deviates from your values. For example, you might say, "I appreciate how you showed initiative and creativity in solving that problem. That's exactly what we mean by innovation." Additionally, you should coach your team members to help them develop their value-based behaviors and address any gaps or challenges. For example, you might ask, "What are some ways that you can seek more feedback from your customers and peers?"
Regularly seek feedback from team members on how well they believe the company is living up to its values. Use this feedback to make improvements and adjustments as needed. Celebrate achievements that reflect the company values. This could be project successes, teamwork, or individual accomplishments that embody the organization's core principles.
The company's culture is established from the top down, making it unrealistic to anticipate value-based behavior from employees unless the top management consistently exemplifies it. In cultivating values, it's imperative to not only reward the right behaviors but also to penalize those who deviate from the organizational values. Failing to address and correct undesirable behavior, especially when it contradicts company values, can undermine efforts to promote positive conduct. To foster a culture of integrity and alignment with organizational values, it's crucial for leadership to both exemplify and enforce these principles consistently throughout the organization.
The final step is to encourage value-based collaboration and learning among your team members. This means that you should create a culture of trust, respect, and openness that fosters teamwork and knowledge sharing based on your values. For example, you might organize team-building activities, brainstorming sessions, or peer mentoring programs that promote innovation, customer satisfaction, or any other value that you want to emphasize. Furthermore, you should provide opportunities for your team members to learn and grow in alignment with your values. For example, you might offer training, workshops, or webinars that cover topics related to your values.
By following these steps, you can align your team with your company values through performance management. This will help you create a strong and consistent culture that drives performance, engagement, and satisfaction for your team and your customers.
Una dinamica util que estoy implementando es la campa?a de valores que se reconozcan. Esto lo hice creando “Coins” de los valores es decir cada valor tiene un billete especifico de color distinto. La dinámica consiste en escribir en el billete por la parte de atras a quien le asignas el “coin” y el comportamiento que observaste. Al final del mes se reconoce al que mas “coins” tiene y se reflexiona que pueden hacer para incrementar los coins que reciben.
1. Integrate values into everyday behaviors of " how work gets done here" 2. Link values to every step in employee life cycle and not just perfomance management , for example in hiring process - what values are most crucial to work here, in onboarding process - if openness is crucial, allowing for open forums right from start, If communication is important how many frequent forums exist for same. 3. Have balance of recognition plus punitive mechanisms where values are celebrated or gross violations are recorded. 4. Create Cultural rituals which celebrate values across all stakeholders.
Have a Success story and build a story line for your team to visualize the historic achievements and show them the picture of tomorrow for how the Organizational value is going to help for collective growth. The Organizational Value is very important to create a Vision and mission statement and your team must get aligned to the same for their value contribution.
And it's important to give feedback keeping these in mind. And it's not difficult - requires that we watch out for discordant behavior. Eg if responsiveness is a value and someone is not living upto them then we need to give a corrective feedback to them AND remind them of the value and its importance