Values, Attitudes, Goals and Motivation in Resource Management for Individuald and Families

eight MIN READ

Understanding Workplace Values

How to Find People Who Fit Your System's Culture

© iStockphoto
dblight

Strengthen your team with shared values.

A new recruit might seem to tick all the correct boxes, displaying a high degree of competence, bent and experience. But that still doesn't necessarily make them right for the job.

Workplace values are one of the about important factors in choosing a new team member. Values inform everything yous exercise – and if values clash, information technology can show.

We all accept our own workplace values. And, while you tin't ever brand certain that each person's values are perfectly aligned, yous can try to rent people who fit. In this article, we'll await at how you can amend recognize and sympathise workplace values – the attitudes that "make them tick."

The Importance of Workplace Values

Your workplace values are the guiding principles that are nigh of import to you lot near the manner that you work. You lot use these deeply held principles to choose between correct and wrong means of working, and they guide important decisions and career choices.

Some (possibly conflicting) examples of workplace values include: 

• Being accountable.
• Making a difference.
• Focusing on detail.
• Delivering quality.
• Existence honest.
• Keeping promises.
• Beingness reliable.
• Existence positive.
• Meeting deadlines.
• Beingness a great team fellow member.
• Respecting company policy and rules.
• Showing tolerance.

It'southward of import that your people'due south personal workplace values align with the organization's workplace values. These set the tone for your company'due south civilization, and they pinpoint what your organization, as a whole, cares about.

Values alignment helps the organization every bit a whole to achieve its cadre mission by providing a mutual purpose. When values are out of alignment, people work toward dissimilar goals, with different intentions, and with dissimilar outcomes. This can damage piece of work relationships, productivity, task satisfaction, and creative potential.

Note:

While there are many positives to hiring like-minded people, there are too downsides. Hiring only for "cultural fit" risks creating a monoculture – a unit that tends toward groupthink and fifty-fifty discriminates against difference.

See our article on "cultural add" to learn how to hire people that reverberate your organization'due south values but bring something new to the table, too.

Identifying Your Core Workplace Values

Earlier yous learn how to place the values of others, make sure that you empathize your own values. For example, does meeting a projection deadline take priority over delivering exceptional work? In one case you accept a thorough understanding of the values that are most of import to you, you tin ameliorate understand and identify others' values.

Start by talking with your about respected team members about the workplace values that they experience are important. Enquire them to begin the values that they believe are most prevalent amid good performers, and list these on a whiteboard or flip chart for them to see.

Once they have come with their ideas, work together to cut the list down to the v most of import workplace values. (Apply the Modified Borda Count if you accept any problems reaching consensus.)

Next, discuss how people demonstrate these values every solar day. How do they make these values come to life? And how can you encourage more of these behaviors?

You lot can likewise talk to team members one-on-one to get a better idea of their workplace values, coach them to explore beliefs and values, or simply study their behavior. For example, squad members might say that they value teamwork, but it's the people who stay late to help a colleague who really demonstrate this.

Organizational values are equally important to team and individual values. Your organization's values may be listed in an employee handbook or on an intranet site. Yous tin as well identify organizational values past looking at how people work within the company, and past looking at the deportment that the system has taken over the concluding few years.

How to Sympathise People'southward Workplace Values

We'll now explore four means to sympathize the workplace values of your people and of any potential new recruit.

Ask Focused Interview Questions

When you lot're interviewing potential team members, use focused questions to place their workplace values. First, ask questions based effectually your own system's workplace values. For instance, imagine that you want to find a team member who, amongst other values, appreciates diverseness.

You lot could ask questions similar:

• "Describe a time when you had to piece of work with a wide diversity of people. How did you lot go most identifying and agreement their points of view? How did you accommodate your own working style to work more effectively with these people? What was the result?"
• "Has at that place ever been a time when your beliefs clashed with someone else's on your team? If so, how did you overcome these differences?"

These questions encourage interviewees to open up up nearly how they approach these problems.

Use Part-Playing Scenarios

When y'all're interviewing a new recruit, use techniques such equally function-playing, or an Inbox/In-tray Assessment to run across a potential rent in activeness.

Set up scenarios or issues that are subtly centered around the workplace values that you lot're looking for. People in office-playing scenarios have to retrieve on their anxiety, which means that it's difficult for them to adjust their behaviors to the ones they recollect you want to see. This means that you're more probable to go an accurate look at how they would deport in your team.

Look at By Work History

You lot also need to await at the potential recruit's past work history. Examine the organization that they worked at previously to identify any possible disharmonism in values (this might be almost obvious if they've worked with a well-known competitor).

Go on in mind that while most people tin exist coached to suit to a new working culture, some professionals will find it hard to shift their priorities. Deeper values may be very difficult to change.

Get the Gratis Newsletter!

Learn new career skills every week, plus get a bonusBe a Successful Manager Checklist, free!

Read our Privacy Policy

Use Psychometric Tests

Psychometric tests are useful for measuring the values and behavior of potential hires because they're standardized. Recruits can't simply tell you what they call back you want to hear.

Instead, they must answer questions that will indicate to their deepest values, behavior, and motivating factors. You lot can employ tests such as The California Psychological Inventory (CPI™) to identify many aspects of an individual'south interpersonal experience, values and feelings.

Key Points

Workplace values drive the attitudes and behaviors that yous see inside your team. These values might include respecting others, keeping promises, showing personal accountability, or providing excellent service.

It'south of import to identify and understand the workplace values of successful team members, so that you lot can select new recruits who share these values or tin add together to them in some way.

When interviewing new recruits, enquire focused interview questions, apply part-playing scenarios, expect at their past history and feel, and use psychometric tests to find the recruits with the best cultural fit.

carneylentep1973.blogspot.com

Source: https://www.mindtools.com/pages/article/understanding-workplace-values.htm

Share this post