Company values: how to align them with your team
We have heard many times about ‘company culture’, ‘team values’, etc. and, whereas many people might understand it (wrongly) as a marketing…
We have heard many times about ‘company culture’, ‘team values’, etc. and, whereas many people might understand it (wrongly) as a marketing strategy to attract talent, I strongly believe that this is one of the pillars of any enterprise, especially for a new one with fast-growing expectatives.
It is a very simple formula: defined values + a team that identifies with them = high-performance culture. If you are running a small team, this is the perfect moment to start defining them, as developing your corporate values early can have a lasting and positive effect on your organization.
We did it, at Tiko, and now that the team has grown, we are in the process of reviewing them. I would like to share with you some learnings:
# 1 Include everyone
Values come from people. You cannot expect someone to feel attached to a principle that they aren’t identified with, so you must include everyone in the process and achieve a consensus ― that’s why it is better to start when your team is still small.
How can you do it? Think about it as a brainstorming. Ask the team to reflect about the values they want for the company and then meet one day in the same place to put all of them in common. You will see that many of the ideas for possible values are repeated and that some of them will be worth discussing. In the end, you will find which values everyone can commit to.
For mid-sized teams, it might be better to do this with some representatives of the departments instead of trying to compile the ideas of 50 people… And you might also need external help from an expert in this field so that the debate is moderated by someone ‘unbiased’. This way, you also make sure that no one feels intimidated to express their opinion in front of the boss.
# 2 From theory to the daily practice
Ok, it is more or less easy to commit to nice values like excellence, trust, teamwork… but how do we apply them in every department on a daily basis? That’s more complicated…
The easiest way to understand how to ‘live’ the values is with examples. As we have said, values come from people, in this case, the team, so for sure you will find examples of those values in your employees’ performance.
Also, you should make values visible in your common spaces in order to constantly remind them, organize teambuildings or corporate events related to the topics of your values and recognize people that really commit to them.
# 3 New workmate, same values
When interviewing a candidate, bear in mind your values above anything else. If they don’t feel those principles, there won’t be a match with your company, that’s it.
The process of integrating values in a company is long and constantly evolving, but if you achieve to make your employees feel them, that’s when the chemistry comes out: employees are engaged with their work as it means something more and, consequently they work happier, better, and suddenly they become ambassadors of the company. It’s worth a try if that’s the prize, right?
More to read:
https://hbr.org/2018/04/how-to-establish-values-on-a-small-team