UNDERLYING ASSUMPTIONS THAT INFLUENCE ATTITUDES AND BEHAVIOURS COMMUNICATION

UNDERLYING ASSUMPTIONS THAT INFLUENCE ATTITUDES AND BEHAVIOURS

COMMUNICATION In order for the sustainability of values of any organization/busine ss, it is important to clearly communicate these values both inside and outside the organization/busine ss. Photo by fauxels from Pexels

WAYS TO COMMUNICATE YOUR VALUES Ø Write them down and publicize them The first step to communicating the values of your organization/business is to write them down and make them publicly available on your website. Let’s take the example of Aegean airlines: https: //en. about. aegeanair. com/company/our-mission/ You can see how here the mission, vision and values of the company are clearly and briefly presented. You can also communicate your values in all your communication tools (e-mails, leaflets and flyers, posters, newsletters, etc)

WAYS TO COMMUNICATE YOUR VALUES Ø Create a video They say that an image is worth a thousand words. In today’s day and age, a video about your organization’s values and mission that inspires and motivates present and future employees, as well as customers/beneficiaries and other stakeholders, can be even more efficient than written statement. Tip: Make sure to keep it short… Here are some examples: Kabbage company culture: https: //www. youtube. com/watch? v=Ft 4 W 1 a. OP 6 Xk Pioneer foods: https: //www. youtube. com/watch? v=P_j. IUVPVh. Q 8 H&M: https: //www. youtube. com/watch? v=EH 2 os_x 3 S 5 I

WAYS TO COMMUNICATE YOUR VALUES Inside the organization/business: Lead by example – Apply the values to the organization’s / business’s strategic planning - Make sure that yourself as manager/owner/CEO is clearly following these values - Talk about the values to your employees (present and future) - Make sure that your values are clearly defined when you post job announcements - Explain the values of your organization/business to all new employees (see also “training” below) - Discuss the values of your organization/business with your employees during team meetings. -

TRAINING Training gives a perfect opportunity for you to communicate your organization’s/business’s values to your employees and ensure that they understand foster these values.

TRAINING – FOR NEW EMPLOYEES It is important to dedicate time to present and explain your organization’s / business’s core values to all new employees during their orientation training. Some tips: - Be clear (use simple language, be brief and specific) - Use examples/stories/personal experiences (explain to them why these values where chosen, what do they represent, illustrate with examples) - Make the presentation motivating and inspiring If your employees understand share the core values, then they can be more engaged, productive and satisfied in their work.

TRAINING – FOR CURRENT EMPLOYEES While it is important for new employees to be introduced and understand the core values of your organization/business, you should not forget the employees that you already have… Make sure to organize internal trainings at regular intervals, where you will remind them of the core values. What will you gain from it? - Refresh the core values in the minds of your employees - Make them feel more connected to them - Demonstrate your organization’s / business’s commitment to upholding and reinforcing those values - Motivate and inspire your employees to continue working, having these values as guidelines in their actions

REINFORCEMENT AND RECOGNITION The processes in place to ensure the continuation of values being upheld by the organization Photo by fauxels from Pexels

REINFORCEMENT AND RECOGNITION It is often observed that once an organizational culture (its set of values) is build and communicated, there is little effort to reaffirm and reinforce those values. However, reinforcement and recognition of values within the organization/business and its employees is absolutely vital for the sustainability of those values.

REINFORCEMENT AND RECOGNITION Some ways that you can reinforce and recognize core values in your organization/business: - Lead by example. It is important that the behaviour of the people in charge (owners, managers) aligns with the values of the organization/business. - Reward behaviour. It is usual practice in organizations/businesses to reward good results by the employees. However, if you want to reinforce the core values, rewarding the employees actions that are in line with these values can go a long way. - Find the time to celebrate: It is important to recognize and celebrate achievements (be they results or upholdment of values). Organize small events where you can celebrate these achievements with your employees - Provide recognition: It is important that you recognize and show appreciation for employees performances that align with the values. This will increase employee motivation and self-confidence and encourage them to continue to act in line with the values of the organization/business.

HIRING – VALUES BASED RECRUITMENT Value-based recruitment is a way of recruiting the most suitable people to work within your organization's/business’s values. Photo by Tim Gouw from Pexels

HIRING – VALUES BASED RECRUITMENT Let’s watch this video: What Is Values And Purpose Based Recruitment? https: //www. youtube. com/watch? v=1 s. Mvk 6 G 2 zw. E Value based hiring/recruitment is the process of recruiting new employees focusing on theirs values and beliefs and how they align with the core values of your organization/business. It is a way to ensure that you will recruit the people that are most suitable to work within the values of your organization/business. It also supports the sustainability of values within your organization/business.

HIRING – VALUES BASED RECRUITMENT Here are some tips/things to keep in mind, if you want to engage in a values-based recruitment process: - Make sure that the job advertisement that you post, makes reference to the core values of your organization/business and the values that you expect in a future employee - Build a recruitment process that helps you assess the values of the candidates, before reaching the actual face 2 face interviews (you can use questionnaires, personality tests, etc) - Prepare your interview questions before-hand, focusing on the applicants behaviour in the workplace, how and why they do things (see examples here: https: //www. inc. com/inc-advisor/zapposmanaging-people-zappos-core-values-interview-assessment. html

VALUES ALIGNMENT How the actions and practices of your organization/busine ss are consistent with its values, mission and vision, as well as the values of your employees.

VALUES ALIGNMENT Now, you have set the values for your organization, business and hired people according to said values… Now it is time for practice! Values alignment means that all actions and processes of your organization/business are within your core values, as well as that your core values align with the personal values and beliefs of you and your employees. Think about it… If someone asked you to do something that goes against your values, would you do it? And if yes, how satisfied would you be in your work? Values alignment increases job satisfaction, trust and ultimately productivity, as well as ensures the sustainability of the values.

READ MORE In this article, you will find some useful information on how to communicate values: https: //talkingtalent. prosky. co/articles/how-to-communicate-your-company-values In this article, you will find more about core values and their sustainability: https: //lesley. edu/article/the-power-ofcompany-core-values In the following articles, you will find some useful advice on how to reinforce values within your organization/business: https: //www. wework. com/ideas/growth-innovation/12 -ways-reinforce-company-culture https: //medium. com/human-resources-management/values-based-recognition-best-practice-for-employeeengagement-and-retention-a 489 be 32 e 4 b 6 In this article, you will find out more about values-based recruitment: https: //harver. com/blog/values-basedrecruitment/ In this article, you will find examples of questions to ask during value-based recruitment process: https: //www. inc. com/inc-advisor/zappos-managing-people-zappos-core-values-interview-assessment. html These articles will help you understand more values alignment and how to achieve it: https: //www. roystonguest. com/blog/why-aligning-values-with-behaviours-is-key-to-sustainable-high-performance/ https: //blog. hrps. org/blogpost/4 -Steps-to-Ensure-Values-Alignment-and-Reduce-Workplace-Stress https: //www. beekeeper. io/blog/3 -ways-to-align-your-company-values-with-team-values-to-increase-engagement/

REFERENCES 5 new ideas to communicate company values in a crowded employer landscape: https: //www. rewardgateway. com/blog/how-tocommunicate-company-values Aegean airlines –mission: https: //en. about. aegeanair. com/company/our-mission/ Alma Whiteley, Jervis Whiteley, “Core Values and Organizational Change: Theory and Practice” (2006). World Scientific Publishing Co. Pte. Ltd.