Organisational Values - Are They Needed?
Sonia McDonald
CEO & Founder @ LeadershipHQ - Future, Emerging & Women Leadership Experts | Global Keynote Speaker | Award-Winning Author | Extraordinary Leaders & Executive Coach | Leadership Advisor
Don't you love those values listed on huge eagle pictures on the company wall, like integrity, and no one lives and breathes them? They are just eagle pictures.
Do values matter? I think you know what I am going to say here....
Organisational values are essential because they are the foundation for shaping the culture, guiding decision-making, and aligning employees' actions with the organisation's mission and vision. Here are key reasons why they are needed:
Without clear values, an organisation can lose its sense of identity and purpose, leading to inconsistency in operations, reduced employee morale, and a lack of trust from internal and external stakeholders.
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What happens when Organisations don't espouse their values
When organisations fail to espouse their values, several negative consequences can arise (and we have seen it!):
In short, not espousing values can lead to a breakdown in trust, disengagement from employees, and potential harm to the organisation's long-term success.
For external customers, when an organisation fails to espouse its values, several specific issues can arise:
In summary, failing to espouse values can lead to lost trust, loyalty, and reputation for external customers, ultimately impacting customer retention and sales.
Organisations can effectively espouse their values by consistently integrating them into their culture, operations, and stakeholder interactions. Here's how they can do this:
Lead by Example:
Leadership must embody the organisation's values in decisions and actions. Leaders set the tone, and employees are likelier to follow when consistently demonstrating their values. This also applies to transparency and accountability from the top.
Hire and Promote Aligned with Values:
Hiring practices should reflect values by selecting candidates whose personal values align with the organisation's values. Similarly, promotions should be based not just on performance but on how well individuals live out the company's core principles.
Integrate Values into Daily Operations:
Values should be woven into everyday processes, from customer interactions to internal meetings. For example, decision-making frameworks and operational strategies should consistently reflect the core values.
Communicate Values Clearly:
Regular internal and external communication is essential to reinforce what the organisation stands for. This can include storytelling, branding, and company-wide messaging that emphasises how the values guide the organisation's actions.
Reward and Recognise Value-Driven Behaviours:
Recognising and rewarding employees who exemplify the organisation's values helps to reinforce their importance. This could be through employee recognition programs or performance reviews that assess how well individuals align with core values.
Create Policies That Reflect Values:
Policies around customer service, ethical behaviour, diversity, and social responsibility should directly reflect the organisation's values. When policies and values align, it strengthens the culture and sets clear expectations for behaviour.
Consistent External Actions:
Organisations should ensure that their outward-facing actions, such as marketing campaigns, customer service, and community engagement, reflect their values. Authenticity in these areas builds trust and credibility with customers and stakeholders.
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Incorporating values into all facets of the organisation creates a cohesive and authentic culture that employees and external stakeholders can trust and engage with positively.
What are Hidden Values?
Hidden values are the unspoken or implicit beliefs and principles that guide behaviour within an organisation or group, even though they may not be explicitly stated. These values can emerge from the culture, actions, or decisions within an organisation, often influencing behaviour that may not align with the organisation's officially stated values. Here's how hidden values manifest:
How Hidden Values Emerge:
Understanding hidden values is essential for diagnosing potential cultural misalignments and ensuring that the organisation's practices align with its intended mission and values.
Why are Values important
Values are essential for individuals and organisations because they guide decision-making, behaviour, and relationships. Here are several reasons why values are imperative:
Guiding Decision-Making: Values help individuals and organisations make consistent, principled decisions. They act as a moral compass, guiding choices even in complex or challenging situations. For example, if an organisation values integrity, it will be transparent and honest in its business practices, even when difficult.
Shaping Organisational Culture: Values define an organisation's culture. They influence how employees interact with each other, customers, and stakeholders. A robust set of shared values fosters a positive, cohesive workplace culture where people understand what behaviours are expected and encouraged.
Building Trust and Credibility: When values are consistently espoused and demonstrated, they build trust with employees, customers, and external stakeholders. People are likelier to trust and engage with an organisation that aligns with their values, creating stronger relationships and customer loyalty.
Enhancing Employee Engagement: Values can give employees a sense of purpose and belonging. When their values align with their organisation's, they are more likely to feel engaged, motivated, and satisfied with their work, leading to higher retention and productivity.
Driving Long-Term Success: Values provide a foundation for sustainable success. Organisations prioritising long-term values like ethical behaviour, customer focus, and innovation are better positioned to navigate challenges and opportunities while maintaining their reputation and market position.
Creating Consistency and Alignment: Values ensure consistency in behaviour across the organisation. They create alignment between the organisation's vision, goals, and everyday actions, which helps to unify teams and align strategic objectives with daily operations.
In summary, values are crucial because they shape identity, guide actions, foster trust, and ensure long-term success by providing a consistent framework for behaviour and decision-making.
Values must be espoused for internal and external customers.
Values must be espoused for internal?and?external customers?to ensure alignment, consistency, and trust.
Organisation Customers (Employees):
For External Customers (Clients and Stakeholders):
Conclusion:
Values must be visible in both internal and external interactions. Internally, they guide behaviour and culture; externally, they build trust and foster long-term customer relationships. Organisations espouse their values to create a cohesive environment where employees and customers feel aligned with the brand's mission and purpose.
How can we help!
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Senior Director People & Culture @ NMDC NPCC |
2 个月Organizational values are just as vital, if not more so, than a company's mission and vision, especially in large organizations where it becomes impossible to reach every individual's personal values and cultural perspectives. In such environments, company values establish the expected behaviors for all employees, regardless of their diverse backgrounds, beliefs, or value systems. People, including CEOs, may come and go, but what endures are the organization's values, which define its identity and the way it operates.
Facial Analysis Expert| Human Lie Detector IExecutive Interview Skills Mentoring| Communication Skills Sales Training | Keynote Speaker I Author
2 个月Excellent post Sonia McDonald! It's interesting though to see the growing disconnect in many companies between stated values and employee experience. We're living in interesting times!
Wetgeving professional
2 个月Good advice thank you
Independent Mechanical Subject Matter Expert at JPS
2 个月Print them on sky high posters, have them beamed onto every desk in the organisation and talk about them at every meeting. If leaders do not uphold those values, if they are not prevalent in the behaviours of senior leaders they are worthless. They are barely tokenism in most organisations, we value our people, right before they get laid off. Trust and honesty, especially when being thrown under the bus by a senior manager in denial of a previous statement. Values will imprint themselves upon an organisation if the leadership is strong and effective, if leaders listen and build trust. In that way organisational values will grow to some extent but generally they become a homogenised mess of the leadership team’s idea of values.
Partner at Rostron Carlyle Rojas Lawyers
2 个月Great summary of the critical importance and need to entrench and actually constantly monitor and "live" positive organisational values.