1. Organizations must integrate core values into employee behavior through effective HR strategies, rather than merely displaying them on posters or in handbooks.
2. Aligning behavior with core values requires relevant values and making hiring, promotion, and reward decisions based on these values.
3. Communication and modeling of core values by senior management are essential for employees to internalize and reflect them in their daily work.
4. Collective enforcement, including rewarding value-based behaviors, helps effectively embed these core values into the organizational culture.
Most organizations display their core values in the workplace, believing that they can help build a solid organizational culture. However, organizations must take concrete steps to ensure these core values convert into tangible employee behaviors.
The core values of an organization help in establishing the moral code that its workforce must abide by. They represent the most important beliefs of an organization and how it is perceived by its customers, employees, and others.
Since employees are representatives of the organization, they must exhibit behavior that reflects the organization’s values.
Additionally, it conveys a positive message about the organization.
Despite the significance of aligning core values with employee behavior, most organizations fail to take concrete steps for the same.
Generally, organizations incorporate these values into their website career pages and new hire handbooks.
However, implementing appropriate strategies can ensure that these values become integral to the organization’s culture and behavior.
Organizations that do not promote value-based culture and behavior end up ingraining wrong values in their employees which over time.
Hence, a negative culture developed in such organizations, characterized by cutting corners, playing blame games, and operating secretly.
It, in turn, affects the behavior of employees and creates a negative image of the organization.
Organizations must take necessary measures to bridge the gap between core values and employee behavior.
They need to shape employee behavior from day one by integrating these values into their HR strategy.
At the same time, they need to develop HR policies that allow employees to imbibe these values in their everyday work.
Organizations must implement the values through prospective actions and requisite behaviors, rather than leaving them open to interpretation.
Discussed below are some valuable steps that can help organizations to align employee behavior with core values:
1. Define and Communicate Tangible Behaviors that Align with Core Values
2. Hire, Promote, Reward, and Fire Employees based on Core Values
3. ‘Walk the Talk’ across All Levels of the Organization
Organizations need to define the acceptable behaviors and actions that align with the core values.
Senior leadership and HR must consistently and effectively communicate these tangible behaviors on every possible occasion.
Core values should form an integral part of an organization’s HR policy.
What this means is that all decisions including hiring, promotions and even firing should be based on these values.
Employee rewards and recognition policies should also focus on rewarding behaviors that align with the organization’s key values.
The primary responsibility of driving the organization’s core values to the employees lies with the senior management team.
Therefore, the leaders need to ensure that they demonstrate these core values in every decision and action that they take.
They must live by these values to ensure employees integrate them into their work lives.
Organizations need to develop effective strategies to convert their core values into tangible employee behavior rather than them just being office punchlines. Only then this behavior will drive the work culture and the business results desired by the organization.
Lead author: Sagar Chaudhuri, the Co-Founder and CEO of HiFives. He is an HR Tech Evangelist with over 25 years of experience in both corporate and entrepreneurial settings. Previously, Sagar has held leadership roles at companies including Genpact, Infosys, and ICICI Bank. He has an engineering degree from IIT Kharagpur and an MBA from IIM Lucknow. Connect on LinkedIn
To stay updated on the latest HiFives blogs, follow us on Twitter (@MyHiFives)