The values of your organization are reflected in the way you do business, the cultural norms experienced by employees through the behaviors of leaders, managers, and teammates, and the lowest level of behavior that is accepted within the company. Your company culture is shaped by these factors.
Values can become your DNA when instilled in your key HR processes through the employee life-cycle.
What do your values mean to people beyond the paper they are written on?
Values are defined by how your organization operates, the cultural “norms” as felt by people through behaviors displayed by your leaders, managers, and teammates. Your culture is the lowest level of behavior you tolerate.
Values can become your DNA when instilled in your key HR processes through the employee life-cycle. What do your values mean to people beyond the paper they are written on?
The way people experience how work gets done, levels of approvals required i.e. “red tape”, how teams and leaders work together, has a significant impact on how people feel.
You could have the best benefits and above-market pay grades, but often it’s the softer things that matter to people. Architecting a great experience starts with these foundations:
Let’s face it, what people say in company surveys or even review sites is different than what they tell their family and friends. Humans are, unfortunately, hard-wired for negativity. We remember negative experiences far better than positive ones – termed “negative bias”. We are also hard-wired to be social.
This combination means that negative experiences are shared more than positive ones. Putting this in the context of the experience organizations create for employees, it is critically important to tease out and showcase positive experiences with at least 5x more effort to overcome the negative bias.
Create a “winning” mindset that lasts through a careful branding and messaging strategy. Some considerations are as follows:
In order to create a positive and successful work environment, it is important to consider cultural differences and keep the language simple and clear. It is also important to regularly remind employees how their work aligns with the mission of the company. To foster a strong corporate culture, it is helpful to link company values to specific behaviors that are meaningful to employees.
These behaviors should also be incorporated into HR processes and recognized through rewards and recognition. In addition, it is essential to create a supportive and inclusive environment where employees feel empowered to do their best work. This can be achieved through employee-friendly policies and practices, as well as a safe and supportive work culture. To cultivate a “winning” mindset within the organization, leaders should consistently communicate the company’s values and goals, and highlight efforts towards fairness and social impact. To foster a more human connection with leadership, it is also helpful to share stories about their lives outside of work.