Core values and company culture are extremely important these days and you hear about them all the time. As company culture and values become important, one challenge leaders face is integrating core values into their company’s performance management process. In this blog, I will talk about ways to integrate your core values into your performance management process.
Personally, when I hear people talking about performance management, it always comes with a negative connotation; I always link it to the traditional form filling performance review done by your manager annually. But performance management doesn’t have to be a review or appraisal. Any process that you use to enhance company performance and culture is performance management. At 7Geese, we believe that an effective performance management system should be employee-oriented i.e. its main purpose is to set employees up for success so that in return, they contribute to making your organization successful. The end result is geared towards providing support and guidance to employees on how to achieve the expectations set by the company. This is when your organization’s core values come into play and communicating them become crucial.
Many companies are becoming advocates of values-based performance management where they integrate their core value as a framework on which their performance management system is built on. According to a blog posted on A.R Mazzotta, a leading Staffing and Employment agency, the following are tips on how to incorporate your core values into create a value-based performance management process. I have added more details to each tip to clarify it further for you:
- Clearly communicate your company’s mission, vision and values to employees. This should be the first step of any performance management process you do in your organization – In my previous blog, I outline the different ways to enhance your core values communication to your employees.
- Articulate your company’s values in terms of behaviours – identify 10-15 most important values-based work behaviours by taking into consideration the different departments and positions in your company. For example, if your core value is innovation, an employee working in your marketing department and in your finance department will have completely different behaviours related to innovation. To avoid being subjective, take the time to interview your high performers in each of these positions to have a better understanding of what behaviours are expected for each core value.
- Solicit feedback – ask for feedback from top to bottom. As a manager or CEO, you may have a very different perspective on what would be considered values-based behaviours compared to the employees who are the ones performing the duties. As mentioned before, your performance management process should be employee-oriented.
- Ensure each employee understands the behaviours that represent each of the core values and take the time to communicate it with everyone in the organization.
- Make values a part of everyday management – Relate the core values with your decisions. Leading by example will help your employees to do the same with their own objectives and decisions.
- Measure and give feedback to employees based on alignment to core values on a continuos basis. Giving public employee recognition based on core values is one way of going about this.
You can establish a values-based performance management process by aligning your core values with the behaviours you expect from your employees, monitoring these behaviours continuously, and providing positive and constructive feedback in a timely manner. In my future blogs, I will be discussing the importance of supporting your employees to create objectives that align with those of your organizations and the importance of coaching and providing feedback in real time.
business core values, company core values, company culture, core values communication, employee recognition, performance management