It’s one thing to have beliefs and values spelled out in a frame in the conference room. It’s another thing to have genuine and memorable beliefs that are directional, alive and modeled throughout the organization daily.
It’s important that departments and individuals are motivated and measured against the way they model the values. And, if you want a values-driven culture, hire people using the values as a filter.
If you want your company to embody the culture, empower people and ensure every department understands what’s expected.
Don’t just list your company’s values and culture in PowerPoints; bring them to life in people, products, spaces, at events and in communication.
Organizational culture code
Company value statements typically have a tendency to be a bit vague and lacking instructions that tell employees what the most important guidelines are for the company.
That’s way it make sense to add organizational guidelines – culture code, the operating system that powers the organization.
This can cover topics about what’s important for success, what to expect from each other and how the company really has to be operated – for example “We appreciate the willingness to take risks in order to continually improve our performance”, “We are able to execute every day in search of growth and value creation”, “We take responsibility – even outside our own area of responsibility” etc.
Revisit and revise
Revisit and revise your values and culture code every few years to keep them alive and relevant. They can too easily become stale, stifling, or just ignored.
Short URL & Title:
Living organizational values and culture code — https://www.torbenrick.eu/t/r/vao
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About The Author
Experienced senior executive, both at a strategic and operational level, with strong track record in developing, driving and managing business improvement, development and change management. International experience from management positions in Denmark, Germany, Switzerland and United Kingdom