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How to successfully develop your company’s core values ​​- and ensure they are practiced

These values ​​should be the backbone of your business – and everyone involved should reflect them.

April 20, 2021

5 minutes of reading

Comments expressed by Businessmen the contributors are their own.

If you look at all the thousands of businesses running right now, you’ll quickly see that customers don’t have to worry about getting similar products or services from different places. What really sets you apart is yours . These are ideas and beliefs that both employees and buyers will sympathize with and connect with. So how do you create them and make sure people are actually watching them?

Related: 3 mistakes that successful leaders all know to avoid

1. Look at what other companies are doing

Chatting with leaders from other businesses hints at how they operate and what they believe in. There are many books out there that cover what high growth companies do. Either way, you want to get a rundown of their best practices so you get a basic idea of ​​how a company should operate.

2. Consider how you want to shape the world

Think about what you personally want to create as a founder. This is where you mark and innovate with real personality, even when you’re considering best practices applied. What kind of environment do you want or what does it look like? What do you want to achieve based on who you are? Then, be as completely transparent and honest about your goals as possible. Take ownership of your concepts and support them consistently.

3. Create a clear notebook

Consider the best practices and how you are both want to shape your universe while providing you with clarity about what your core values ​​really are. But once you have identified those values, you must convert them into everyday behavior . You can’t just sit around and talk about what you think.

This is where the handbook goes to. The handbook is where you outline all of the policies and procedures that shape what people do. Between the lines of all technical regulations, you communicate what your intended culture will be like. Train your team on your policies. Test them to make sure they understand and can work within the framework you have set up. If you do this the right way, then you will have integration mechanisms that give your team accountability and continually reinforce your value concepts.

4. Display values ​​outside of the rules

There are many different ways you can reinforce the ideas in your notebook. For example, include spontaneous mention of your core values ​​in an email, or stick them on your wall so that people see them every day on their way to their desks. The more exposed they are to the concepts, the easier they will be to absorb them. People need to internalize their values ​​before those beliefs can actually guide their behavior or decisions.

5. Walk – and don’t do it alone

How well people really follow your handbook rules depends a lot on whether you really model what you want others to do. If you do not go for a walk, people will get the impression that you are not serious about whatever framework is in place and repeats. Policy can be put out of the window.

Of course, you are just one person. You cannot be everywhere all the time. So you need some delegates. These are people you can trust to model for you. They are the ones who share your thoughts and have great and accountable by their own actions. They dramatically speed up the speed at which others come to change the job they are doing.

6. Rinse and repeat

No market is static. Not only that, as you gain life experience, your views – and your values ​​- will change. So developing your company’s core values ​​and making sure that people practice them is an ongoing process. Take time to re-examine your beliefs, goals, policies and models. Make adjustments when and where appropriate.

Related: These are the 3 most important techniques for employee retention

Core values ​​are the real difference in today’s global marketplace. They make a huge difference as to whether your company culture is healthy and engaging. Therefore, it is extremely important that you take your own best practices and goals, put them together, and set up a handbook that gives people concrete ways to act. follow clear principles. You can’t be afraid to model the beliefs the handbook offers, and you need trustworthy people who can overstate the model you’re working on. Whether you’re in a startup or need to do some serious rebranding with an established company, emphasize that establishing and acting on core values is the first priority.



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