How do you communicate and reinforce your organizational values and vision during onboarding?

Durante o onboarding, a comunicação e o reforço dos valores e visão organizacional são fundamentais para alinhar os novos funcionários à cultura da empresa. Isso pode ser feito através de sessões de orientação lideradas pela liderança, materiais de treinamento que destacam os valores da empresa, histórias de sucesso que exemplificam os valores em ação, e oportunidades para os novos funcionários se envolverem ativamente na realização da visão da empresa. Além disso, é importante que os valores e a visão sejam integrados em todos os aspectos do onboarding, desde as políticas e procedimentos até as interações cotidianas com colegas e líderes.

Starting new hires with an overview of the company, direct messages from leadership, and employee success stories can provide tangible examples of your mission.

At each orientation, our brand new employees get to introduce themselves and tell us why they chose our organization for their career. Often times, we hear it is because their values align with ours. New employees also get a chance to meet each of our senior leaders right at the beginning. These leaders take time out of their BUSY schedules to make this a priority to hear from each new employees and share their own reason on why those chose our organization and why they continue to work here. This experience sets a great foundation for how our employees are empowered to live our their values and align to our mission and vision in their work.

There are so many ways to incorporate values into onboarding. 1)Try an employee panel with real-life examples. 2)Value-based "ice breakers" sharing a personal or professional experience that aligns with the core values. 3)Creating a recognition program that encourages the celebration of instances when colleagues embody the core values.

Muito importante a empresa agir de acordo com os valores demonstrados, o tal "walk the talk". Muitas empresas se dizem dinâmicas e ágeis, mas logo na integração colocam todo mundo numa sala e ficam passando dezenas de vídeos morosos sobre valores e tudo o mais. Façam dinâmicas, apliquem o micro learning, mudem a forma de ensinar e engajar as pessoas, se isso é um valor importante para a empresa, por exemplo. Outras empresas têm a qualidade como principal valor, então na integração este conceito deve ser incorporado desde a organização do processo, a apresentação dos conteúdos e como este aprendizado foi absorvido pelas pessoas. Entenda o que é mais importante para a empresa e aplique no dia-a-dia, pois isso é notado pelos novos colegas.

A portion of the onboarding program should discuss the organization's mission, values, and goals. You can provide examples of how these values and vision translate into daily work life and how new employees can contribute to the organization's success. Include real-life stories and examples too. You're painting the picture for how this new employee can use the organizations values to achieve success for themselves and the company.

Share specific examples, show pictures, and videos of how employees are recognized and appreciated for demonstrated values. Encourage brainstorming right from the beginning. Get people thinking! "How can you, in your role, demonstrate the values of the organization?" This doesn't stop with onboarding and should be consider in all activities, strategic, and organizational goals.

Organizations can guide new employees on how to apply organizational values in the employee's daily work. Create a practical guide on how employees can "Live our Values." Encourage reflection on what each value means to the employee and how it aligns to their role. Ask the employee to consider how they can embody each value in practical situations, in individual tasks and collaborative projects. Encourage new employees to incorporate how they will apply the values in their work when setting development goals. Embed your values in daily work and team meetings AND be sure to recognize employees who embody those values.

Neste momento ser específico é importante. Os valores são conceitos amplos, então garantir que a pessoa entendeu os mesmos e relacionar atitudes e comportamentos específicos com eles pode facilitar a conversa.

In the event that an employee's work does not align with company values or vision, it may be necessary to meet with them to discuss the issue. Approach the conversation with a positive and encouraging attitude as you work to reshape their understanding and bring it into line with the company's vision. It's important to remember that it may take time for them to fully grasp the changes, but that's perfectly fine.

Utilizing performance reviews is a gauge to determine if the goals the employee and manager set align with the company's core values.

We utilize four main goals within our organization each year. On a quarterly basis, we create action plans for ALL employees for each goal. This allows employees to be part of the process and part of the outcome.