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Do your Values MEAN anything?

Corporate Values

Company Values

What do those phrases mean to you? Does the organization you work for even have corporate values? If so, do you know what they are? Quickly…without looking. What are they? Or do you have to look at your intranet site or some chart on the wall? Unfortunately, in far too many companies, their values are simply a flashy poster on the wall. Lots of companies like to present themselves as having “strong corporate values that guide how we do things.” Prime example is Enron who, as part of their values, identified “Integrity – We work with customers and prospects openly, honestly, and sincerely.” We all know how that story turned out.

Values

On a more practical level, these are also the same companies that at the first sign of trouble do things that are the complete opposite of their “values.” For example, one company I know of quite well, that shall remain nameless, has a corporate value of “People” defined as, “Above all else, we value our people. They make the difference to the success of our organization and its customers.” This same company, back in 2009, at the first sign of some economic trouble, laid off 25% of its workforce. No other cost savings measures were looked at, but the knee jerk reaction was to conduct layoffs. This, coming from the company that values its people…see where I am going with this? To this day, 7 years later, they still have a tough time attracting people due to the damage done to their employment brand. Companies need to understand – people aren’t stupid. They see/know double speak when they hear it. They know when you are not being genuine.

At the end of the day, you are better off not having any type of values then marketing them and not following them. You see, when done right, your values will ultimately define a huge part of your workplace culture. So, a focus needs to be placed on bringing your company values to life. How do you make them real in your workplace? Are your managers and employees recognized, rewarded and compensated for displaying behaviours that directly support your values? Do people in your organization get promoted based on competency AND by living and demonstrating your company values? If the answer is “no” to any of those questions, your values will not be able to come to life and they certainly won’t define your culture. They are words on the corporate poster or something to go into a glossy shareholder report and nothing more.

Far too many companies fall into the trap of having very generic, catch-all types of values – Teamwork, Customer Service, Quality. Really? What do those mean? Those could be the values for a burger joint, a muffler shop, a clothing store or a software development company! Basically, any type of business could have those values – there is nothing in there that defines WHO you are as an organization. You really want to have values that help shape and define your culture and ultimately define your employment brand – then you need to make them mean something!

For example, how would you feel about working for a company that held values like this:

“We value getting sh*t done – we hate bureaucracy and red tape. We don’t like roadblocks impeding our employees’ success and we don’t micromanage. We hire good people and expect them to get sh*t done”

“Truth and Honesty – we don’t like liars and people who go back on their word. We value people who deliver the message straight up and never ever lie.”

Seriously though? Why can’t we have values like that? They mean something to the individual employee and they certainly help govern decision making. It is also pretty clear what kind of culture that company has – and if you like what you hear, that is probably a place you want to work. If you don’t like it, then you self-select out. Bottom line, by having real values that MEAN something for your company and its employees, you will have brought them to life and helped establish the type of workplace culture you desire. Don’t be generic. Be brave. Be bold. Be different. Live your values. Reward your employees that do the same. Establish the type of culture you want as an organization. Be a place where people WANT to come to work. As always, I welcome your comments and feedback.

Image courtesy of Stuart Miles/FreeDigitalPhotos.net

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