Is being a decent person optional in your company?
Then why do you have a set of values that addresses how people feel? Or their moral behavior?
If I have to remind someone not to steal when they show up for work, they shouldn’t be working for me.
I met with a talented executive recently who is in the midst of engineering an energetic transformation at his business. The changes that he is advancing are long overdue.
“I’m not wasting any time trying to do all the culture stuff,” he said. “We’re not debating values. We’re just doing what’s important.”
Another time I’ll talk about what made his answers so brilliant.
Now, I want you to ponder whether you’ve been as demanding of your business values as you are of your Company results.
Values are expressed and shared with the organization so that there is no confusion about what the right choice to make is when you face more than one. Values let everyone know what matters, and they should inform decisions that are made every day.
A good list of values will be short, emphatic, assume that we are all decent people and give everyone confidence in making decisions independently.
Take the rapidly growing sandwich brand Which Wich.
At the core of the brand is its Vibe — five simple directives that capture everything the brand wants to bring to life in its experience. If each Which Wich employee is successful at keeping the vibe fresh, then their experience, the customer’s experience and the overall brand experience is going to make people want to come back again and again.
And it has the benefit of being incredibly easy to understand.
Your values should articulate how you treat your customers, what you are striving to achieve with your experience, what actions contribute to the company’s business goals.
Values should be the tools that translates strategy into meaning for every individual in the organization.