Employees clash over company values. How do you navigate conflicting interpretations effectively?

Co-creation of the values can also help with company buy-in. This will mean the values are better understood, and have a butter rate of being embedded across rhetorical organisation. Establishing values champion roles, and values awards are a good way to continue to embed with strong pillars of support!

No company should claim to let its own values dominate individual values. In a time when diversity is elevated to a positive cultural pattern, we are called to live with ambiguity tolerance. Company values do not erase personal values. Rather, they should flank the WHY of the company as a strong HOW. The values of each individual can and must rub against this. But this friction only becomes productive where value conflicts are also perceived and addressed. Sociological research states that guiding principles are often irrelevant as evaluation criteria in practice. Values as the basis of guiding principles are only action-guiding if they make a relevant contribution to achieving the goals and play a perceptible role in everyday life.

1. To ensure a clear understanding of an organization’s core values, it’s crucial for businesses to not only articulate them but also to demonstrate them through specific examples of representative behaviors. Key opportunities to educate and reinforce the importance of these values include new hire orientations and performance reviews. 2. Additionally, companies that recognize and reward employees for consistently embodying these values further solidify their importance and impact within the organization. 3. And while company values should not replace personal values, they ideally reflect shared principles like inclusivity, diversity of thought, and providing a safe space for growth, including learning from mistakes.

I would suggest using internal communications to clarify each aspect of the culture. You bring tiktok videos in the internal network or social media in with real employees testify on what they understand about the topic and also how they practice the values of the company. Setting the example by the employees brings clarity and truth.

Ouvir, ouvir e ouvir!! é muito importante ouvir o que as pessoas pensam, sentem e falam! Ao entender o ponto de vista do outro conseguimos come?ar um diálogo! N?o adianta dizer que tem valor de respeito, sen?o respeitar! N?o adianta dizer que tem diversidade, sen?o aceitar opini?o diferente! Nem sempre temos raz?o ou sabemos como solucionar todas os problemas, ouvir as pessoas abre um caminho para o diálogo e, com isso, um ambiente psicologicamente seguro! Quando n?o souber o que fazer, ou?a! Pare, pense e somente depois decida!

One of the teams I worked for I used to have a gift box ( gift of ideas and thoughts and feelings) anonymous and we used to have a monthly reveal and have a conversation and experience sharing which resulted in trust , openness and open dialogue .

El diálogo abierto es esencial. En mi experiencia, crear un ambiente donde los empleados se sientan seguros para expresar sus puntos de vista y preocupaciones permite una mayor comprensión mutua y facilita la resolución de conflictos. La empatía también juega un papel vital; entender las perspectivas de los demás es clave para construir puentes en lugar de levantar barreras.

"Listen to Understand" This has been a key thing to highlight in my work with teams shaping culture. People are incredibly diverse! Everyone comes from such different backgrounds, with different opinions and values. Human beings can be so quick to judge others, without understanding where they are coming from. Fostering a culture where people can be curious about these differences, enables people to ask questions, to consider different points of view, and to continue to learn about each other. This makes for a much safer environment, with better results because people are able to bring their whole selves to work. And it's much more fun as well!

Il faut toujours apaiser, fixer des règles de respect et d’écoute de tous, les jugements ne sont pas tolérés, il est nécessaire que chacun des "opposants" trouvent leur propres points négatifs, l’idée sera de faire évoluer et renforcer de fa?on commune les éventuelles faiblesses afin d’orienter sur un projet positif, renforcé et collectif entra?nant l’adhésion de tous, avec une implication naturelle.

Gosto de pensar nisso. N?o existe necessariamente uma verdade, apenas, durante conflitos. Existem verdades, afinal, cada um de nós enxerga a realidade através das nossas lentes. Lentes que s?o construidas por histórias, vivências, traumas, etc. N?o existem duas pessoas com a mesma história, portanto n?o encontraremos o mesmo viés de realidade em duas pessoas. Pensando assim, ouvir e entender o que há por trás das emo??es e rea??es para, a partir daí, conduzir um acordo entre partes é extraordinário!!

One thing I've found really helpful in fostering empathy in organisations is a deep dive into emotions. The traditional workplace had no place for emotions - keep your personal life outside of work, just get on and do your job. But we are human, not robots. Empathy for ourselves and others is vital in this current world. Developing people's emotional vocabulary is the first step in developing empathy - so many people only use the words Happy, Sad, Angry, maybe Frustrated, Stressed. The next step is knowing what they feel like in oneself, and what they look like in others. The third step is knowing how to respond to those appropriately! Learning about our own emotions helps to realise we are human and gives us more grace for others.

Empathy and Compassion doesn’t come easy . It requires deliberate intentions setting and practice to make it as a way of life or a habit . In a competitive world where in we have lots to achieve in too less time and sparse resources there is always someone waiting to see you slip and take your favorite project on . Having said that many people stick to the managers because they show in actions that they care and are able to be empathetic keeping the well being of the team and magically balancing the care and outcome of work . Kudos to all my managers who have shown that they truly cafe

El liderazgo tiene un rol fundamental en este proceso. Los líderes deben ser los primeros en modelar estos valores y en guiar a sus equipos para que los interpreten de manera alineada con la misión de la empresa. Finalmente, el refuerzo constante de las políticas y un compromiso con el aprendizaje continuo aseguran que los valores de la empresa no solo sean comprendidos, sino también vividos por todos en la organización.

The impact of leadership on managing conflicts over values is indeed crucial. It is important to role model expected behaviours and at the same time set clear boundaries around unacceptable behaviours and norms. Communication, openly addressing issues and perseverance towards the vision is essential.

Lead by Example: Ensure that leaders and managers consistently model the company values in their behavior and decision-making. This sets a standard for others to follow. Reward Alignment: Recognize and reward employees who exemplify company values in their work. This reinforces positive behavior and encourages others to align their actions with the company’s values.

I suggest the following: - Establish regular virtual meetings to keep everyone informed and foster collaboration. Use video conferencing tools that allow real-time interaction. - Create clear and accessible communication channels, such as chat groups or forums, where members can share ideas, ask questions, and receive feedback. - Send written updates and reminders via email or instant messaging to ensure the information reaches everyone. - Encourage informal communication and idea exchange, for example, through virtual brainstorming sessions or online social spaces. - Maintain an open and receptive attitude to the concerns and suggestions of team members, and be available to answer their questions.

Continuous learning is key to building a good workplace culture. Learning is inspiring. It's a way to keep evolving as a company. It enables new conversations about things that matter, including company values. Without this, the values can have a tendency to become stale. To become just a set of words on a wall. Then they lose their power, and create a cynicism towards them as well. With continuous learning, you can keep the values alive, promote growth and curiosity across your workplace, and continue to grow your people. Growing people contribute more, get better results, and are happier too! It's totally worth the effort and investment to continue to grow people, and keep your values alive!

Continuous learning is important in all contexts. But to enable it to happen, you need Psychological safety. Psychological safety is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. You can't learn without making mistakes or without having that culture that enables people to ask questions, put forward different ideas, and make mistakes.

Ever wondered why continuous learning is like Wi-Fi in an organization? Because if you’re not connected, you’re out of the loop! In today’s fast-paced world, Continuous learning isn’t just a fancy term; it’s the secret sauce that keeps both individuals and organizations ahead of the curve. For the learner, it's like having a backstage pass to the latest trends, tools, and tricks—keeping skills sharp and minds sharper. For organizations, investing in learning is like planting a garden where every bloom represents innovation, efficiency, and growth. So, let’s swap those coffee breaks for knowledge breaks, and watch how growth becomes a company-wide habit! #ContinuousLearning #GrowthMindset #StayAhead #SkillUp #LearningCulture"