How to Make Values Live in Your Organization

Make Your Workplace Values Process Successful

Follow-up Process for Workplace Values Identification

• reach consensus on the values;
• develop value statements for each of the prioritized values; and
• share the value statements with all staff for feedback and refinement.

The Leaders' Role Following the Workplace Values Process

Following the values identification and alignment sessions and agreement on the values, leaders, with staff, will:

• communicate and discuss the mission and organizational values frequently with staff members;
  
• establish organizational goals that are grounded in the identified values;
  
• model personal work behaviors, decision making, contribution, and interpersonal interaction that reflect the values;
  
• translate the values into expectations, priorities, and behaviors with colleagues, reporting staff, and self;
  
• link participation in the adoption of the values and the behaviors that result, to regular performance feedback and the performance development process;
  
• reward and recognize staff members whose actions and accomplishments reflect the values in action within the organization;
  
• hire and promote individuals whose outlook and actions are congruent with these values; and
  
• meet periodically to talk about how the group is doing via living the identified values.

Make This Workplace Values Process Not Just Another Exercise

• "Don’t oversell the process.
  
• Always anchor, or relate the values expressed to real world problems.
  
• Encourage people to identify examples where there is a gap between values, or beliefs, and behaviour.
  
• Remember that you are not going to alter a person's values and beliefs by talking about them. Values clarification exercises are, at best, an opportunity to share them, not change them."

I agree. If you want your investment in this workplace values identification and alignment process to make a difference in your organization, the leadership and individual follow-up is critical.

The organization must commit to change and enhance work behaviors, actions, and interactions. Reward and recognition systems and performance management systems must support and reward new behaviors. Consequences must exist for behaviors that undermine the values agreed upon.

If you can't make this commitment, don’t even start the process. You’ll just create a group of cynical, unhappy people who feel misled and betrayed. They’ll be much less likely to jump on board for your next organizational initiative. And you know what? They’ll be right.

Examples of Workplace Values

A Human Resources Development office chose:

• Integrity
  
• Belonging/Caring
  
• Helping/Contributing
  
• Inner Harmony, Peace of Mind
  
• Personal Growth, Learning, and Self-Actualization
  
• Achievement /Accomplishment
  
• Financial Stability
  
• Fun

A University Student Health Center staff developed the acronym "I CARE" as a tool for remembering and expressing values. In the final document, each word is defined by a series of value statements which describe how the value is expressed in their workplace.

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