USE ORGANIZATIONAL VALUES TO GUIDE YOUR FEEDBACK

What is the difference between values that hang on a wall and values that walk the halls? It’s how values are incorporated and acted out daily through interactions with each other. An organization establishes values to describe the behavior expected from all stakeholders. However, if the organizational values aren’t used to guide the work, are they any more than just words on a wall?

Personal values are a driving force for those who serve in education. Often, these leaders work diligently to integrate into an organization with strong organizational values. When an organization onboards new leaders, its primary goal is to assist them in three ways. This includes connecting to purpose, understanding the mission and driving the work. Prioritizing and recognizing this transition launches the people on your team in the right direction.

FIVE WAYS TO BRING ORGANIZATIONAL VALUES TO LIFE

If you haven’t noticed already, there’s a spotlight on leaders within any organization. People closely watch the leader’s behavior and decide whether it aligns with the values. Leaders who frequently violate the values become a frustration for employees and often cause disengagement. Therefore, it’s the leader’s role within the organization to bring the values to life. Five tactics help leaders incorporate values from day one, build understanding and enable people to improve their performance.

IDENTIFY THE PRIORITIES OF THE ORGANIZATION

Organizations that deploy strong organizational values drive efficacy in employee growth. The stated values of the organization clearly allow for the alignment of employee expectations during the onboarding process. Employees identify with the expectations, values and beliefs of the organization early to allow for a solid motivational fit.

In fact, company values have quickly become a top recruitment tool for attracting employees. Glassdoor’s Mission and Culture Survey 2019 found that 77 percent of employees consider a company’s culture before applying for the job. Furthermore, over half said that when it comes to job satisfaction, culture is more important than salary.

NAVIGATE EMPLOYEES TO ORGANIZATIONAL BEHAVIOR

Directing employees to the organizational beliefs is a strong process for providing direction to people around their performance. Employees who are moved to an alignment of their values onboard with greater tenacity. When leaders help people understand the “why” of our work, employees can clearly see the vision and where the organization is headed. This helps people align their actions to the most important priorities. As the organization changes direction it’s necessary to re-engage people around the organizational values and the why.

ESTABLISH EXPECTATIONS FOR ORGANIZATIONAL EXCELLENCE

All levels of employees deserve clear direction of expectations. When these expectations align with the organizational values the employee remains consistently motivated. This is how we set people up for success. Misalignment occurs when organizational shifts and organizational norms conflict with the stated values and expectations.

COACH MEMBERS TO REFLECTION AND ORGANIZATIONAL EXCELLENCE

Organizations should identify the performance level of all employees through consistent and reliable performance evaluation systems. Employees in all sectors of performance (Low, Low Solid, Middle, High Solid, High) deserve coaching to excellence. It remains the responsibility of the organization to identify performance levels and coach employees to a higher level of performance.

In fact, a Gallup report reveals that 59 percent of millennials say opportunities to learn and grow are extremely important to them when applying for a job. Additionally, 44 percent of Gen Xers and 41 percent of baby boomers say the same about these opportunities. People have a desire to continuously learn and grow new skills for the benefit of their organizations. Along with values, it’s possible to harness this desire to accelerate the services provided to your customers.

PROVIDE SOLID PILLARS FOR PERFORMANCE MANAGEMENT

Performance evaluation systems are critical in identifying employee performance levels. Organizations that employ robust systems to enhance employee performance recruit and retain employees more effectively. It’s not fancy break rooms and coffee machines that keep workers satisfied. Even Gen Z – the most entry-level generation of employees – states professional development is their most important priority when selecting a workplace. It’s time for leaders to create robust professional development plans using organizational values as a foundation for growth and feedback.

FEEDBACK IS THE KEY TO GROWTH

Expectations are a starting point, but ongoing coaching feedback is the key to growth. It’s not enough to define the invaluable contributions each employee makes to student learning experiences. Next, leaders have to offer feedback aligned to those expectations and identify where people are falling short. However, there are times when high expectations and guided coaching may not facilitate growth in an admirable way.

Addressing these needs and deficits is an important component of leading the organization. Provide effective feedback that supports and challenges each employee to achieve better outcomes for students. Join Huron coaches to discuss how values drive performance feedback conversations that often lead to success, and sometimes even failure, but always growth. View our events page to find upcoming opportunities that fit your schedule.