Are company values too vague?
Lots of companies have core values that they promote. How specific are employers about how these look in practice, and how are they embodied by people they employ or wish to collaborate with? – 652 words
Over dinner recently, I got talking to my companion, Matt, about values. He is currently recruiting for his new start-up and was bemoaning nebulous business-speak. We also both lamented how easy it is to fall into it, and how we both had ourselves in the past.
We are all so familiar with values in a corporate context that we often don’t even question them.
When I walk around school on my teaching days, the values of the school are written on the walls. They run from the ground floor up to the top floor and are a clear statement about what we wish to promote. This include:
My personal values, decided after an internal shift and re-evaluation throughout 2015 and 2016, are:
- curiosity/development (never can decide which)
Beyond the corporate-speak
However, Matt challenged: what do these words actually mean? How useful are they in practice?
He then proceeded to outline very specific things that he valued, looked for and would reward in his employees. My favourite was “people who actually get shit done.”
It got me thinking. What do I value in people I’ve worked with, and who have worked for me?
- Transparency. I really don’t see the need for secrets. Be clear what you are doing and why. Share it with all concerned, or all who ask for it.
- Being straight forward. I prefer dealing with people who say what they mean, as long as it’s constructive. Even if it may not be what they think I, or others, want to hear.
- Kindness. I respect people who treat other people well. Irrespective of status. Irrespective of whether they agree with them. Especially in difficult situations.
- Challenge. People who will try new things to challenge their own and others’ thinking.
- Reliability. People whose actions match what they say (whoever the audience).
- Humility. People who recognise and acknowledge the contribution of others.
- Generosity. People who help others to improve and develop, and are happy to share their skills.
- Expertise. People who I can learn from and share expertise or ideas with.
- Fun. People who are fun to spend time with and make me laugh (professionally or otherwise).
- Learners. People who are committed to learning and getting better, no matter how skilled they already may be. People who are unafraid to admit and learn from their mistakes.
- Passion. I really appreciate people who care and are unashamedly excited about something beyond themselves, and who act on that passion.
The above is not an exhaustive list, but it’s the one that immediately came to me when I thought: “What do I value in people I work with?” It’s survived a couple of weeks in my notebook and eventual transfer to this blog, so must reflect my current thinking pretty well. It also seems to work fairly well for people that I know and value in my personal life.
Asking the right questions
If you have responsibility for hiring people, or are involved in your school or company’s recruitment process in any way, give some thought to what you truly value. Sure, you may want somebody who can bust out a great spreadsheet, or teach a brilliant history lesson – the expertise side of things is obvious.
However, what about the rest? What works for your particular context? A question like: “Give an example of a time that you acknowledged the contribution of somebody on your team” for leadership positions would send a really powerful signal to candidates about what is really seen as important – much more so than “we value team work” as a bland statement on a website.