More often than not, employee engagement is directly proportional to a higher level of productivity in the workforce. That’s why companies want to keep their workforce motivated and driven to give themselves and the organization the best chance of success. And while you might be looking at a variety of everyday activities to improve employee engagement, organizations often forget where it all starts – the values that shape their culture, behaviour, and priorities. An autonomous workplace culture can well be the result of a flat hierarchy where everybody is heard which in turn is derived from a company’s vision to create an inclusive workforce. In this blog, we will try to find ways in which you can define organizational values and bring them to life.
Effects of Organizational Values on Work Culture
One of the key impacts of a company’s values on its work culture and engagement is the creation of a sense of purpose among employees. When employees understand and resonate with the values of the organization, they develop a deeper connection to its mission. This connection motivates them to contribute towards the company’s success, leading to increased engagement and commitment.
Clear and well-defined values also create a positive work environment. When the organization’s values emphasize respect, collaboration, and inclusivity, employees feel supported, and respected. This, in turn, promotes a healthy and engaging workplace culture where employees feel comfortable and motivated to give their best.
Moreover, these values drive decision-making and behaviour within the organization. These values serve as guiding principles that influence employees’ actions and choices. When employees align their behaviours with the organization’s values, it creates consistency, integrity, and ethical conduct. This alignment promotes trust among team members which is why successful employee engagement programs focus on building their framework based on the company’s long-term objectives and mission.
Ways to Define Organizational Values
Involve Employees: Engage employees in the process of defining the values. Conduct surveys, focus groups, or workshops to gather their insights and perspectives. By involving employees, you create a sense of ownership and increase their commitment to the values.
Reflect Core Beliefs: Values should reflect the core beliefs and principles that guide the organization. Consider the vision, and long-term goals to identify values that align with the organization’s identity and aspirations.
Ensure Clarity and Communicate: Clearly define and articulate the values in a way that is easy to understand and remember. Communicate them regularly through various channels such as company meetings, newsletters, and internal communications. Reinforce the values consistently to ensure they are embedded in the organizational culture.
Steps to Use Organizational Values to Drive Engagement
Lead by Example: Leaders should embody and demonstrate the company’s objective in their actions and decisions. When employees see leaders consistently living the values, it sets an example and encourages others to follow suit.
Align Policies and Practices: Align HR policies, performance evaluations, and reward systems with the organization’s mission. This ensures that the values are integrated into everyday practices and bring out desired behaviours from the workforce.
Provide Development Opportunities: Use technologically advanced talent development software to design training programs that provide employees with opportunities to grow, learn, and enhance their skills in alignment with the values. This helps employees see the practical application of the values in their work.
Conclusion
Organizational values are the foundation for driving employee engagement and creating a positive work culture. When values are well-defined, they inspire a sense of purpose and guide decision-making and behaviour. It’s important to have all the departments in your company working on a single long-term objective in different capacities. That can only be done when the mission is clear as water and is consistently followed when defining policies.