Why values are important in Workplace
A company's core values are a collection of its essential convictions. These could relate to the guiding principles of the company, its philosophy, or how it wants its employees to behave. Thephrase "organisationalvaluesoperateasguidesto what isperceivedasgoodandsignificant in the organisation" is used in one description.
Values can help an organisation define its personality and set it apart from the competition. They have the power to convey a company's position and core values. They can help individuals focus and feel more engaged, supporting a company's overarching objectives and influencing daily decisions and work. Importantly, values serve as one of the pillars of organisational culture, providing a constant point of reference even during times of upheaval.
Even though we are not always aware of our own values, being aware of them can actually aid in helping you make better decisions that will ultimately help you and others. This can entail accepting a position with more obvious chances for security and permanency as well as for variety, change, and spontaneity.
At their essence, values are ranked in order of importance. For instance, someone may favour equality over comfort and freedom over comfort. The concept that, if necessary, one item (equality) should be sacrificed for another (comfort), and then another (comfort) for another, translates to a hierarchy of priority (freedom).
Importance of workplace values
Examples of workplace values that may conflict include:
Being responsible.
Making a distinction.
Concentrating on the small print.
Supplying quality.
Being truthful.
Keeping your word.
Being trustworthy.
Being optimistic.
Fulfilling deadlines.
Being an excellent team player.
Observing company guidelines and policies.
By being tolerant.
Values determine what matters to your organisation as a whole and establish the tone for your company's culture. Bygiving everyone inthe organisation a shared goal, values alignment aids in the accomplishment of the organization's fundamental mission. People labour towards distinct goals, with different intentions, and with different consequences when their values are out of harmony. Relationships at work, productivity, job satisfaction, and creative potential may all suffer as a result.
Identifying your core values
Make sure you comprehend your own values before learning how to recognize the values of others. Does doing excellent work have a higher priority than achieving a project deadline, for instance? You can more easily comprehend and recognize other people's values after you have a deep understanding of the values that are most important to you. Start by talking with them about the values that you’re most admired team members think are essential. Ask themto make a list of the qualities they believe best describe the top performers, and then publish the list on a whiteboard or flip chart so that everyone can see it.
To learn more about a team member's workplace values, you can speak with them one-on-one, guide them while they investigate their values and beliefs, or simply observe their conduct. For instance, team members may claim to respect teamwork, but the ones who remain late to assist a colleague are the ones who truly do so. Team and individual values are equally as important as organisational ideals. The values of your company may be outlined in an employee handbook or on an intranet page.
Understanding people’s workplace values
Focused interview inquiries
Use focused questions to elicit the workplace values of prospective team members during interviews. Start by posing queries based on the workplace ideals of your own company. Consider the scenario when you are looking for a team member who supports diversity among other things.
Use role-playing situations
Use strategies like role-playing while interviewing a new hire. Create situations or issues that are discreetlybased on the workplace ideals you're after. In role-playing situations, participants must think quickly, making it challenging for them to modify their behaviour to match what they believe you want to see. As a result, you have a better chance of seeing how they would act in a team setting.
Examine the CV of prior employers
The former employment history of the prospective hire must also be considered. Analyse the company they previously worked for to spot any potential conflicts of values (this may be especially noticeable if they previously worked for a well-known rival). Whereas most people can be instructed to adjust to a new working environment, certain professionals may find it challenging to rearrange their priorities. Deeper values could be very difficult to alter.
Because they are standardized, psychometric exams can be used to gauge a candidate's values and worldview. Recruits are not able to just say what they believe you want to hear. Instead, individuals must respond to inquiries that will reveal their core ideas, values, and driving forces.
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