Why many companies fail at defining their core values

 

Imagine those core value posters, with keywords like Integrity, Respect, and Customer First. Not that they are wrong, but when core values are defined as such, they are not helpful. No company aspires to NOT have integrity. When defining core values, we must test them against dilemmas our employees will face on a day to day basis. It is when they are guided to resolve everyday dilemmas that we build our organisation culture. 

Imagine you work at a creative company. You have started work on a piece of art. Do you show it to your supervisors and colleagues now, so that you can get their feedback and course-correct early if necessary? Or is this going to take up everyone's time unnecessarily since your work is still early-stage? At Pixar, they have one clear principle - show your unfinished work. If you work for Pixar, you know clearly what to do. 

Frame your core values through dilemmas, and you will build your organisation culture more effectively. 

The employee's dilemma - why work so hard to make money for other people?

 

One important thing we need to realise as employees is we are NOT working for other people. We are working for ourselves. We work not only for the salary. If we think the salary is the only thing we work for, then of course we would feel any extra effort we put in is only further enriching the shareholders and we don't get anything more. We work for ourselves, because what we learn, and who we become, belong to us. No one can take that away from us. By doing our job well, we increase our value, and that's something we own, not our bosses. 

If you are a boss, this above seems like the perfect motivational speech to give your employees to get them to work harder for you. By all means share this with your staff. Just remember to appreciate the value of your people, and reward them fairly. When employees can grow professionally and are appreciated, they will work harder WITH you.