Navigating Misalignment: When Employers Fail to Represent Core Values

Navigating Misalignment: When Employers Fail to Represent Core Values

“There are some values that you should never compromise on to stay true to yourself; you should be brave to stand up for what you truly believe in even if you stand alone.” – Roy T. Bennett

In speaking with customers and employee's cross industry, there is a new level of concern in the workplace. While there has been a drum beat around burn out and workplace stress for some time, the worst of the current situation is that employees are feeling there is increasing dissonance between company and employee core values. This has caused many to re-evaluate what they want from workplace life post pandemic. The familial connections once enjoyed in the workplace are weakened by a lack of in person connection. Continued pressure for growth in a down economy is resulting in short sighted business decisions that are leaving many scratching their heads. It feels different because it is different. The workplace for many has become cold and uncaring. A big question surfacing from many employees now is "does my employer and/or leadership team reflect my core values in this post pandemic world?"

In the modern workplace, it is crucial for employees to feel a strong connection between their personal values and those of their employer or leadership team. When this alignment is absent, it can lead to a deep sense of frustration, disengagement, and a lack of motivation among employees. In such cases, it becomes essential for individuals to take charge of their circumstances and proactively seek change. In this article, we explore the emotions experienced by employees when their employer fails to represent their core values and provide practical advice on how to navigate these situations. We also provide suggestions for leaders to turn this trend around by leading their teams in a more authentic way. Read on to learn more:

1. Frustration and Disillusionment: When employees realize that their employer or leadership team does not embody the values they hold dear, frustration and disillusionment often set in. This discrepancy can erode trust, creating a sense of betrayal and undermining the employee's belief in the organization's mission. As a result, job satisfaction declines, leading to decreased productivity and an overall negative work environment.
2. Moral Dilemma and Identity Conflict: For individuals whose core values are deeply intertwined with their personal identity, the misalignment between their values and their employer's actions can lead to a significant moral dilemma. Employees may find themselves questioning their own integrity and struggling with the ethical implications of remaining in an organization that contradicts their beliefs. This conflict can have a detrimental impact on mental well-being and overall job satisfaction. Many people in this situation, optimistically hold on that a leadership change may happen or the collective efforts of the team can swing the business in the new direction. Yet the months on the calendar fly by leaving employees dejected and finally knowing that they, not the organization will have to make a change for the better.

What may be strategies for change for the employee?

Self-Reflection: It starts with you. Begin by engaging in self-reflection to gain clarity on your core values and identify the aspects that are misaligned with your current work environment. This introspection will help you understand the level of compromise you are willing to make and define your boundaries.

Seek Open Communication Channels: If possible, establish open and honest lines of communication with your employer or leadership team. Express your concerns respectfully, highlighting the areas of misalignment and offering suggestions for improvement. Sometimes, organizations may be unaware of the impact their actions have on their employees.

Find Allies and Build Networks: Seek out like-minded individuals within your organization who share your concerns and values. Forming alliances and building networks can provide emotional support and create opportunities for collective action to drive change. Strength lies in numbers, and unified voices have a greater chance of being heard.

Explore Internal Opportunities: Investigate if there are roles within your organization that align more closely with your values. Transferring to a different team or department might allow you to work with individuals who share your principles and make a positive impact within the organization. This is particularly helpful if you feel aligned with the core value of the company but not necessarily the core values of your immediate leadership.

Explore External Opportunities: If all attempts to effect change within your current workplace prove futile, it may be time to explore opportunities elsewhere. Seek out organizations known for their alignment with your core values and proactively apply for roles that will provide the professional fulfillment you seek. In episode 11 of Refirement Life, Energy Executive and Chairperson of the Women's Energy Network, Jeannie Gardner shares her own journey. Jeannie took a break from her long-time employer to find a regenerative opportunity that aligned more closely to her core values. The wisdom shared in this session is a great reminder to us all. Remember, it is essential to find a work environment that respects and aligns with your core values, allowing you to thrive both personally and professionally.

Strategies for Change for Leaders:

• Do what you say, say what you mean. Trust is built when actions meet with words spoken. Employees who trust their leaders will move mountains for the cause and will feel a much greater sense of purpose and belonging. Openly communicate and share information even when it is difficult to receive.
• Keep your regular 1:1 meetings with your employees. Check in with authenticity and compassion. Ask about the business, ask about the team environment, and also ask about the individual.
• Resist the temptation to short cut business processes that may have a negative impact downstream. Steve Ballmer, former CEO of Microsoft once said "If you are going to do a job, do a job." This simply means do things the right way and with the utmost integrity. Understand how top line decisions impact operating from the top line to the very front line and customer experience.
• Open the door for creativity, compassion, and agility. These are the few most critical elements necessary for a growth mindset culture and pave the path for needed innovation. Check in with yourself and your teams, how would you grade yourselves in these areas?
• Use the collective brain power of the entire team. Too often, we see siloed decision making and a lack of understanding of how top-down decisions impact the front line. Gather insight from all levels of the company to ensure your plans are well thought out and can have maximum impact when landed.
• Take care of yourself. Leading can be one of the loneliest positions in the business. Leaders need time off to recharge and reconnect with people inside and outside the industry. Take time for family and friends. Demonstrate and lead by example by taking your vacation and by prioritizing the projects that will make the most impact.

The misalignment between an employee's core values and their employer's actions can create a significant strain on job satisfaction, motivation, and overall well-being. However, individuals and leaders are not powerless in these situations. With reflection and self-assessment of the strategies above, we hope to activate both employees and leaders for positive change.

Please share your thoughts on what your are seeing in the workplace and if this article resonates with you.