Your Company Values ? Are they authentic and realistically actionable ?
Over the last year, I have been regularly meeting with the founders of growing start-ups. At the center of the conversations, there are two questions; how to build & retain the right team and how to make those teams contribute to the growth of the company at their best, every day.
When it comes to questions like “what do you value as a company?” , “are these values visible in behaviors of the leadership team?” , “what is the definition of success for your company?” , “ “what are the desired behaviors which will bring the success you are aspiring to” I always receive fulfilling and inspiring answers from founders. However, when I ask them “do you think others in your company will give me the same response?” the answer consistent: “there is room for improvement here”
Each conversation on this subject continues to make important contributions to my understanding of why values in action — at every level — matters and why it matters even more in a start-up environment. Here are a few of my discoveries so far;
The first and most efficient way of “practicing values in action” starts with HIRING. Defining who you want for your organization in the light of your values, creating values-based hiring approach, training your hiring managers on this approach, and designing your interview questions/case studies accordingly will help you start right. If you are in the phase of mass hiring, prioritize training your hiring managers and do not let any other person who is not trained on values to interview. Also, understanding the difference between values, like collaboration and compassion, and cultural norms, like weekly happy hours will be helpful to adjust your hiring approach. Remember, your team is united by values while the culture of each team may differ. Culture fit approach requires you to hire employees who look and act like everyone else on the team which may lead to stasis in the end. While values fit approach will help you to create a foundation for incredible growth. People who fit your values will embrace your more specific day-to-day work culture and elevate your game. A note to founder(s) of startup: If you are in the phase of scaling up your business, do your best to interview each potential hire to assess values fit.
Secondly, values drive EVERY SINGLE ACTION in a work environment. That’s why they should be authentic and realistically actionable. Values go beyond a poster or the expression of a goodwill. Values are the CEO. They are in charge. That’s, why defining values and using them as guiding principles needs to be taken into consideration seriously. If you and your team use values as guiding principles in hiring, firing, promoting people, securing customers, managing crisis, internal communications, managing relationship with stakeholders and shareholders, then you will inevitably meet your company’s definition of success. Remember: actions speak louder than words.
Lastly, Identifying true and authentic values is not easy. Instead of copying values from other companies, take a step back and make sure that you develop the right values that will work for you and your company every day. Ask yourself what your vision is for the world and how your product/service will change people’s lives. Ask your people what makes them proud about the work they do and your company. Be aware that this study will take considerable time and effort. This is not something you can finalize in a single exercise. It encompasses gathering and reviewing insights from multiple parties, creating themes, testing those themes with your people, revising them based on feedback and then giving life to the emerging values in every action and decision made moving forward.
The earlier you define your values and make them live in every action that you and your employees take, the sooner you can lean on them when challenges arise.
Sure Köse Ulutaş
Founder & Consultant — Talentmelon
