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There is plenty of talk about making sure you clearly define your company values. You may have done some work in this area already. You know those values will help guide your business to a successful future.

Yet core values aren’t just about the future. While they can help guide the way, they also help to bring meaning to every day for you and your team members. Just how do they do that? This guide walks you through.

Employee-Employer Alignment

The first thing to note is that many of today’s employees want their core values to align with their employer’s. This alignment usually leads to higher job satisfaction. Core values give meaning to the work they do for your company.

Your team members don’t need to align with you on every company value. In fact, some diversity of thought is a good thing. If a team member holds completely separate values than your company, though, they’re not likely to find their job very fulfilling. That, in turn, means they’re not going to bring their A-game. They may clash with management or simply fail to do work.

Clearly, employee-employer alignment is important. How do core values make work meaningful, though?

Giving Employees a Sense of Purpose

Suppose one of your core values is doing things in an environmentally friendly way. If your employees believe going green is a good thing, then they’ll be eager to help you fulfil your eco-friendly mission. They may spend time researching suppliers and vendors who also have a green mandate. They might even implement new, greener practices in their day-to-day routines, such as printing fewer documents.

Employees can derive a sense of purpose from other values as well, such as innovative solutions your company puts forth. They may be encouraged to keep creating because they know those ideas are benefiting your customers.

You can help employees by job purposing. This means assigning each role a social purpose. The employee can then discover how to implement that in day-to-day practice.

Job Purpose Delivers Better Service

Job purposing also helps your team members think about your clients. When someone has a clear job purpose, they can more easily see how their actions affect the lives of others.

An example might be having a core value of humility or honesty. This helps your employees when they need to connect with your clients.

“Delivering great service” isn’t a core value in and of itself. It is a way of expressing core values, such as caring about your customers or building community with them.

This extends to relationships between your team members too. Core values can guide interactions and support between people. If your core values include creativity, then you need to work on creating an encouraging, safe environment for employees to share ideas. If team members are constantly shutting each other down or management dismisses their ideas, they may not feel like you actually value creativity.

A Purpose Can Be Small

When people hear about “core values” and “job purposing,” they often think the goal has to be about making the world a better place. They might think about diversity efforts or social justice or combating climate change.

The truth is that a purpose can be a lot smaller in scale and still give meaning to an employee’s work. You don’t need every employee to be involved in “saving the planet.” Instead, their purpose might be about making it easier for people to complete a small task, like connecting with each other.

Core Values Drive Culture

Your core values will drive your company culture forward. By identifying them and using them to identify job purposes, you can help your team achieve higher job satisfaction.

Job purposing can also help you when you hire. If it’s time to revamp your hiring system, then get in touch with our team and find out how technology can help you find the right candidates for your team.

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Kaneez Jaffer

Kaneez is a Certified Human Resources Leader (CHRL) with an advanced knowledge of human resources and organizational structure and design. She has extensive experience with HRIS systems and understands the need to move HR from a transactional model to a transformational one. She has worked in the investment banking, insurance, and legal industries, as well as with large not-for-profit centres helping to simplify and streamline their internal systems. Kaneez is an expert in building relationships and affecting change in a positive and productive way. She acts as the key HR business partner at Apri Insurance Services Inc, managing the implementation of JungoHR, while providing expert advice and counsel on a range of HR matters. Kaneez holds a Graduate Certificate in Human Resources Management as well as a Certificate in HR Law for HR Professionals from Osgoode Hall Law School in Toronto, Canada.

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