The company’s “core values” have become more important than ever in offices around the world. Employees of many companies are brainwashed into it upon hiring, then left to determine if and when the values should be applied. Unfortunately, I have found that employees are generally preoccupied with the pursuit of monthly and quarterly goals, and soon “core values” become more of a good idea than a relevant business tool.
Company goals are expressed in multiple communications throughout the week and incentives are tied to their achievement, while values can hang silently on the wall and are rarely referenced beyond the focus of people. employees. Many business leaders I know share the opinion that values are great, but results are what really matter. This common thinking can lead to disrespecting our values in many cases and in extreme cases, can even lead to major ethical violations (think Enron).
As a Sales Manager, I’ve seen how those low-key little values on the wall can be the key not only to avoiding trouble, but also to achieving goals in a sustainable way that improves employee retention. That’s right: Employees don’t like to feel bad when they come home at night because they have had to cut corners to maximize the incentives. Finally, the best can go.
I believe that a goal without values can just as well end in three words: “at any cost”. If your personal goal is to make a million dollars, you might lie, cheat, and steal to make it happen. If you don’t have personal values in place, your goal is to “make a million dollars at any cost.” All too often, I see companies, large and small, make the mistake of fostering an “at all costs” mindset.
“Okay, Jiminy Cricket, everything looks fine, but what do you suggest we do?” The objectives remain to be achieved! Do they? I would say values are non-negotiable, while goals should be missed at an acceptable rate. If you fall below 2% of a goal, the business will most likely survive. If you don’t respect your values, you run the risk of losing the trust of your customers and employees. The consequences can be much more negative for the organization if it achieves a goal by compromising core values than if the goal was missed with integrity intact. If your customer reviews are awful and your Glass door the assessment keeps the best talent away, no one will remember the goal you achieved. Here’s what to do instead.
Use the value-centered approach.
In order to use your values to guide results, match your individual values to each part of the process necessary to achieve the goal. The corresponding values should be used to explain “how” we get to the goal. Let’s use the value of integrity for example.
You could say, “We will increase our market share by 5% using the highest level of Iintegrity to offer only the best solutions to our customers.
Many companies also have a value related to excellence in Customer service. Too often, this value seems to be overlooked as the sales team strives to reach an ambitious goal. To avoid letting a “sign up or hang up” thinking creep into the minds of your sales team, put your customer service value in the goal.
For example, the objective could be: “We will provide vscustomer service excellence in order to achieve $ 2,000,000 in active subscriptions this month. “
Many companies have a value related to commitment in order to force employees to give 110% of the effort. Instead of leaving this value as passive, “wouldn’t that be good,” however, you can use it as an individual goal. Pair it with effort-based metrics for added effect.
For example: “We will fully to commit achieve an absenteeism rate of less than -3% and contact at least 60 new potential clients per representative on average. “
By incorporating values into goals, you can strengthen the business even if you miss the goal. The value should be mentioned whenever the goal is discussed. It reminds sellers of their limits and encourages those in their care to achieve the goal. When companies decide that achieving a goal can never come at the expense of their values, it sends the message that principles trump results. In most cases, I have found companies that have made this commitment have also performed better.