One of the great challenges for human resource management is to recognise that every individual’s behaviour is governed by their own set of values. Our values will determine how we choose to behave. It is therefore critical to seek workers and partners that have similar sets of values to our own.
Behaviour in the workplace can be governed by rules and regulations combined with active management. Workers will behave according to known good and bad consequences of action or inaction. It is relatively easy to change workplace behaviours by clearly stating the consequences aligned with certain actions.
However, this approach relies upon constant management of worker behaviour.
Without getting buy-in to a company’s culture, any behavioural change will not be genuine nor lasting.
It’s important therefore to instil the values of the company into the very fabric of the organisation. Values must be lived, modelled and constantly reiterated to generate the necessary adoption of the values that will result in the regular portrayal of the behaviours that the organisation desires.
Writing down a set of values and filing them on a shelf or displaying them on a wall will not deliver the desired outcomes.
Values are difficult to teach. They have to be embedded within the organisation so that they are part of the culture rather than a bunch of flowery words. If values are not shared within your organisation then conflict and disconnection could arise between team members. This disconnect is likely to cause disruption and loss of productivity.
With this in mind, it’s really critical that you actively seek employees that are a good fit value wise and will adapt quickly to the organisation’s values.
Identifying candidates that are a good value fit can be done by using behavioural questioning techniques that will give a good indication of a candidate’s underlying values. It is often said that past behaviour is a good indication of future behaviour. By asking how a candidate acted in a particular situation it is possible to identify with further questioning what motivated them to act the way that they did. This interviewing method is sure to assist you to get a better understanding of who your prospective employee is. It’s pretty hard to expect a person to display the behaviours you desire when their values don’t align with yours.
When you understand what your core values are as company it’s much easier to hire and train people whose values align with yours.
It is also much easier to apply a consistent set of principles when faced with unusual or difficult situations. When you and your people understand and appreciate the values of your organisation you can count on the right responses and actions being taken in the vast majority of cases.
In the end, it is values that determine what the behaviours will be. Conveying who we are and what we stand for in clear concise terms is central to not only building brand but building a sustainable culture that will stand the test of time.
Get in touch with us today and discover how ChandlerWoods can help you identify and attract the right talent to your organisation.