Hi Liz - is this for new members of staff? If it is, I'd hope and expect that you've recruited people who have values consistent with yours. If they're not, you are unlikely to 'force' them to believe in the organisation's values, irrespective of how they're launched!
Hi Andrew, yes I appreciate that, however the sector I work in has a high turnover of staff and with the best will in the world, some of the recruits will not have looked into the organisations' values.
Hi Liz this is a really interesting challenge. It could be argued that if they've not looked at the values as part of their selection of you as an employer, you'll struggle to create any form of attachment between the person and the values. It also depends on what the values are; thematic values which are a core part of everything you do are much simpler to integrate. If the values are simply behaviours with an organisational twist, getting people to accept them may be more challenging; they'll feel contrived if they're added to the workflow.
It's a bit about selling the why - the values 'should' be why they are working for you.
Without knowing your industry it's a challenge, but I'd likely first want to see how the values are demonstrated in the routine and regular activity that people complete. Creating a link between strategic values and day to day operational activity can be problematic - avoiding the contrivance I mentioned above is hard.
Andrew, I work in the Health & Social Care sector where the recruitment of staff is problematic at the best of times. I'm not talking here about staff starting a career where investigation of the organisational values would be a given. In this sector (with the odd exception depending on the role someone is applying for) some recruits may not even know what organisational values are, and I do not mean any offence at all by saying that, but this is so often the case.
This is why I posed the question on here to see if anyone has any ideas, as this is something that in the private/public sector people may ordinarily look into when applying for a job.
I work for a very value driven organisation.
I concur with allot of Andrew has said, we put a great deal of effort in throughout the hiring process to make sure there's value alignment. But I absolutley see your challenge.
Candidates don't necesarily have to have researched your values, or even know what you mean by values at an organisational level, for you to be able to assess them.
We train hiring managers to use competency questioning, and/or specifically aligned value questions, to dig for the right sorts of behaviours e.g. one of our values is about transparency and full disclosure, so we might ask a candidate to talk to us about how they've dealt with an issue where they, or their company have been in the wrong. The sorts of responses that will tell us what we want will be about being up front and honest with the customer, people who try to resolve the issue before the customer finds out don't typically reach a second interview.
We also have an orientation programme that that is in part focus on them understanding and buying in to the values on a deeper level (they shoudl already be bought in to a degree). One of the most impactful elements is where we ask them to prepare a presentation as a group about their understanding of the values, to do this we ask them to go out to the business and find examples of the values bing displayed, this tends to really drive it home.
Apologies, I've only just seen this post! Thanks for taking the time to respond. I love the suggestion around 'what if your company have been in the wrong' as that sits very well with Whistleblowing, which is vital in my particular sector.
Interesting posting, Liz. Here are some questions to help discover values people have http://www.scribd.com/doc/36200010/Questions-to-discover-your-values Regards and all the best.
You're very welcome, Liz.
Hi Liz, I run a group activity on our company values during the main induction course for new employees. I pin the value statements up on the wall and give groups of attendees sets of cards which expand on the values. Each card has a "we will" on it, a statement which describes a behaviour or approach which is consistent with one of the values. The groups need to match their cards to the relevant value and pin them up on the wall in the right place.
This exercise is designed to make the new employees aware of the values, but also to expand on the values and show them what living the values should look like. Once all the cards are in the right places, I lead a discussion about what the values mean, how realistic they are, etc. Key points: the values and supporting behaviours are reasonable expectations, they're achievable, but we need to be realistic and accept that there will be times when we fall short.
Hope this helps.
Interesting exercise, Fiona. Also, a fine idea to use the wall - enabling people to get up and walk around.
Brilliant, thank you so much for taking the time to share. I really like the idea, and it's very do-able within the constraints we sometimes have (like a lack of a dedicated training room!).