Company values are a critical part of your corporate culture. They can also help you keep the employees you value, and make your workplace (digital or physical) a healthier, happier place. But if the only people who understand your company values are your executive leadership, what’s the point? If no one on the floor knows what they are, how do they matter? Ensuring your company values trickle down through your whole organization is critical- and here’s some ways to make sure the message is heard.
1. Build in Recognition
Employees want to have their hard work recognized. If they’re meeting your company values, they don’t want it to fly under the radar. Values-based recognition programs are a key part of this. The workflow from company culture and values, to behaviors, to real-time recognition should be an in-built part of your organization. That way, you emphasize your organizational values through recognizing and respecting efforts to meet them.
2. Visualize your Values
Have you heard the buzzword ‘culture deck’? It’s a human resources term for a visual representation of your corporate values, the things most important to your company culture. It can be simple and powerful, like a well-created slide presentation. Or you can look to more innovative and engaging methods. For example, Hour One’s AI character generator allows you to make appealing, humanized, and simple-to-create videos to carry your message.
A culture deck is easy to consume and understand. It speaks on a human level to the humans watching or reading it. It’s sharable and attractive- and it positions your key organizational values as the core of your business. If employees can’t engage with, understand, and live your company values, they’re pointless. And you can’t blame them for not absorbing them from nowhere- they need to be communicated engagingly and encouraged so you engage your employees.
3. Branding Speaks
Your company values are important to your employees, but they’re also more than easily parroted statements. They’re a ‘public asset’, a key part of how (and why) you do business. Companies with high retention rates have this built in- public values, public programs, and clear workplace culture that aligns with their brand message and overall values.
This way, you aren’t just emptily parroting about values, you’re making them a living and breathing part of your workplace culture and the ‘face’ you present to the world. You’ve made employees feel included and relevant. Bring your values into your content strategy. Bring them into how you communicate with customers. They’re supposed to be a critical part of your organization, so put them to work for you.
4. Hire with Culture in Mind
There’s plenty of workplaces in the world. What makes yours one people want to work at? Making sure your values enter the ecosystem from the point of hiring is critical. Again, this can’t be simple lip service, either. If you say you’re a people-first organization, this needs to be clear from the recruiting point forward. Work to humanize your employee engagement process. Your ‘culture deck’ can help you out here again.
Send personalized, friendly messages to new hires and potential headhunted candidates. Interact face-to-face with new hires. Keep your hiring and promotional strategies transparent. Be honest about benchmarks and tracking that will be expected. Don’t let annual surveys be the first time a candidate hears about issues or problems. Ensure new hires can easily access training material, tools, and even people they need to thrive at your organization. Work on creating a smooth onboarding flow that’s rich in your stated values from the start, and watch your company thrive.
Creating company values that really speak to employees starts by bringing them to life, instead of merely paying lip service to them. Care about employees, listen to them, and make engaging with your company values transparent and simple, and you’ll soon have one of the healthiest workplaces around, richly informed by your company values.