Engaging Employees with Character and Values: A Path to Organizational Success
James Rutz MBA, Doctoral Candidate, EdD
Professional Consultant working with Servant Leadership, Appreciative Inquiry, and Blue Ocean Methodology
Introduction
Employee engagement is a crucial driver of organizational success. Research consistently shows that engaged employees are more productive, loyal, and innovative (Gallup, 2021). However, while many companies focus on traditional engagement strategies such as performance incentives and recognition programs, fostering a workplace culture grounded in character and values is often overlooked. Integrating character education and core values into your organizational framework can enhance engagement, build trust, and create a more cohesive and purpose-driven workforce (Sinek, 2017). This article explores the importance of character and values in engaging employees and provides actionable steps for leaders to cultivate this culture in their organizations.
The Importance of Character in the Workplace
Character shapes behavior, and behavior drives organizational outcomes. When employees operate with integrity, responsibility, and empathy, the overall workplace environment improves (Lencioni, 2002). Furthermore, character-driven cultures help minimize conflicts, foster collaboration, and increase employee satisfaction (Riordan & Vandenberg, 1994).
Character traits such as honesty, perseverance, and accountability not only build trust between employees but also between the organization and its clients or customers. In a work environment grounded in values, individuals are more likely to contribute at their highest level, as they believe in the ethical foundation of their organization (Baker, 2015).
The Role of Core Values
Core values are the guiding principles of an organization. They serve as a moral compass for decision-making and behavior across the board. When employees understand and align with the organization's core values, they feel a sense of belonging and purpose that goes beyond financial incentives (Sinek, 2017). Core values often include traits such as:
When these values are embedded in daily operations, employees feel they are part of something bigger, leading to enhanced motivation and commitment (Lencioni, 2002).
Strategies to Foster Engagement Through Character and Values
1. Define and Communicate Core Values
The first step in engaging employees with character and values is defining what those values are. Clear, well-articulated core values must be communicated consistently across the organization. This is more than just posting values on the company website—it’s about weaving them into every aspect of the organization, from hiring practices to performance evaluations (Schein, 2010).
Leaders should regularly reinforce these values in meetings, team-building exercises, and internal communications. Employees should understand not only what the core values are but also how they influence everyday decisions and behavior (Sinek, 2017).
2. Lead by Example
Leaders are the torchbearers of an organization’s character and values. Employees look to leadership for cues on acceptable behavior and standards (Kouzes & Posner, 2017). When leaders consistently demonstrate integrity, accountability, and empathy, they set a standard for the entire workforce to follow. Leadership that lives by its values inspires loyalty and trust (Northouse, 2021).
For example, if collaboration is one of the company’s core values, leaders should actively participate in cross-departmental projects and encourage team members to do the same (Hakanen et al., 2008). By aligning their actions with the organization’s character framework, leaders create an environment where values are not just theoretical but lived out daily (Lencioni, 2002).
3. Integrate Values into Performance Management
Employee performance should not only be evaluated based on job results but also on how well they exemplify the company’s values. Incorporating character and values into performance reviews sends a strong message that how employees achieve results is just as important as what they achieve (Colquitt et al., 2013).
Employees who consistently demonstrate core values like accountability, empathy, and collaboration should be recognized and rewarded (Baker, 2015). This approach helps align individual performance with organizational culture, encouraging employees to not only excel in their tasks but also contribute to a positive workplace environment (Schein, 2010).
4. Provide Continuous Character Education and Development
Character is not something that is developed overnight. It requires continuous reflection and growth. Offering character-based training programs can help employees build on these essential traits, fostering long-term personal and professional growth (Riordan & Vandenberg, 1994).
Workshops on leadership, emotional intelligence, conflict resolution, and ethical decision-making are examples of ways to embed character development into organizational learning (Goleman, 1995). Continuous character education strengthens the workforce’s moral framework and enhances decision-making skills, especially in high-pressure or complex situations (Lencioni, 2002).
5. Foster a Culture of Accountability and Support
A workplace rooted in strong values encourages both individual and collective responsibility. Holding employees accountable to organizational values is essential, but doing so in a way that is constructive and supportive is key (Parker & Collins, 2010). Instead of punitive measures, focus on mentorship, coaching, and peer support to help employees grow in character (Kouzes & Posner, 2017).
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Mentorship programs, for example, allow more seasoned employees to guide others in aligning their daily work with the organization’s values. Through a balance of accountability and encouragement, companies can create a sustainable, values-based culture (Northouse, 2021).
6. Encourage Open Dialogue About Values
Engaging employees in discussions about character and values encourages ownership and alignment. Leaders can facilitate open dialogues, allowing employees to share their thoughts on how well the company is adhering to its core values (Sinek, 2017). This not only provides valuable insights into the workplace culture but also creates an environment where employees feel heard and valued (Lencioni, 2002).
By encouraging employees to actively participate in shaping the company’s ethical landscape, organizations can build a stronger commitment to living by those values (Schein, 2010).
The Benefits of a Character-Driven Workforce
A character-driven workforce is a competitive advantage. Employees who operate with integrity, collaboration, and responsibility are more likely to be engaged and productive (Colquitt et al., 2013). Additionally, such a workforce is better equipped to handle challenges and navigate uncertainty with resilience and moral clarity (Baker, 2015).
Organizations that invest in character education and core values also experience higher retention rates (Gallup, 2021). Employees stay with companies that align with their personal values and foster a sense of purpose in their work. In addition, a strong values-based culture improves the organization’s reputation, attracting like-minded talent who are committed to contributing positively to the workplace (Lencioni, 2002).
Conclusion
Engaging employees through character and values is a powerful strategy for enhancing not only individual performance but also overall organizational success. By clearly defining and living by core values, offering continuous character education, and leading by example, leaders can foster a workplace culture that inspires trust, collaboration, and accountability. This approach cultivates not just engaged employees, but also a thriving, value-centered organization poised for long-term success (Sinek, 2017).
Ultimately, businesses that prioritize character and values will find themselves better positioned to adapt to an ever-changing world, while ensuring that their workforce remains dedicated, inspired, and aligned with their mission.
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