How to actually add value with your Values campaign By Sophie Hewitt

Date posted: 2 July 2018  |  Posted in: Communication, Employees, Hot topic

The definition of the word Values (in this context) is ‘Principles or standards of behaviour; one’s judgement of what is important in life.’ So why does Values campaigns often fall flat and fail to engage? It should be easy to define what’s important when it comes to ‘how we do things round here’ but here at the ICT we find it’s still a real sticking point; from launching or relaunching to embedding them. Here are our five tips for success:

Involve your employees in creating them
The best examples of Values working well, in my experience, are where employees help to decide what they are and what they mean. Doing things from the bottom up can often do the embedding for you.

Make the Values exciting and different
Without devaluing Values (see what I did there) in our experience, they are often relatively generic/bland, so to save them being uninspiring ‘motherhood and apple pie’, try and be different and make them more exciting, simple and relevant. If you’re going to have a value like ‘Customer First’, use examples to bring it to life for people and give them absolute clarity over what that means in reality and how to live it in their daily work and decision-making. And don’t have too many, four to five is about right.

Get ready for the launch!
Today: Get ready for the launch! It’s surprising how many businesses introduce Values but don’t
invest time and effort in an effective launch, or launch them in some parts of the business and not others. We recommend launching them to everyone at the same time using a multi-channel approach with face to face at its heart, so that your people have a consistent experience and message. Also, don’t forget to add them to the section of your website that will be viewed by potential employees – a meaningful set of values will help you in attracting people who are aligned with them and ready to live them once on board.

Ensure leadership live and breathe them
If the Exec team can’t be bothered to live and breathe the Values, why should anyone else? You need them to be leading by example if you want the Values to be embedded in your organisation. If the CEO does a regular blog, get them to talk about the Values and how decisions have been made with them in mind. Make sure they praise people who are living the Values. Holding Town Hall events? Find a way to weave the Values into the presentation. Values need to be leadership led.

Refer to them in communications
Refer to the Values in everything! If you have a recognition scheme based on the Values, recognise people at face to face events and tell stories about the people who’ve been recognised in your channels. Make them prominent on your intranet and if you have an ESN, encourage people to post on the Values. Weave them into your people stories: “Tracey from Accounts showed Integrity when she took on this project”. You could even segregate parts of your eZine into sections that relate to the values and. If your performance management process has incorporated the Values, highlight it when you’re campaigning to engage people in the process.

Get in touch if you need support with communicating your Values, reviewing your internal comms, or even just some interim resource.

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0117 971 4423

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Unit 218, Paintworks, Bath Road, Bristol. BS4 3AQ

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