Over the years we’ve helped hundreds of companies launch impressive performance management and social recognition programs. Since no two organizations are the same, each program is unique, with its own set of challenges, processes, and objectives. That said, there is one thing that every single organization needs to have in order for their program to be successful: core values.
Well before securing executive buy in or developing a change management plan, an organization needs to have a strong foundation from which to conceptualize their HR programs. Enter core values. Having clearly defined and communicated core value statements:
- Serves as a foundation for corporate culture
- Outlines how employees should treat customers and each other
- Establishes a shared organizational mindset
- Guides business decisions in line with the company’s brand
If you’re looking for inspiration, we found 25 great examples of core value statements here. Today we’re taking a look at how five of those core value statements can influence – and drive success – for key components of performance management and social recognition programs.
“That horizon might be closer than you think.” – Intuit Mint
A great way to encourage employees to have a growth mindset is through core values. This example from Mint is a perfect representation of this. This statement motivates employees to keep working towards theirs goals through its positive, optimistic tone.
“Openness, honesty, integrity, courage, respect, diversity, and balance…” – Disney
A Blueprint for Effective Employee Engagement
Affects: Check ins
This core value statement from Disney reads like a checklist for conducting check ins. Core values can be an excellent way to educate managers in particular on how the leadership team expects them to communicate with their employees.
“Listen to all ideas…” – Intel
What’s the best way to create a feedback culture? Ask for it all the time, and actually listen to what others have to say. This core value from Intel can apply to many different communication channels – peer to peer, employees to managers, leadership to employees, or even customers to executives.
“Be remarkable…” – Apto
In a similar way to the first example from Mint, this core value statement serves as a motivator to employees. It’s better to be up front with expectations than let employees figure them out via trial and error. This statement certainly sets the tone for performance and what it takes to be recognized for going above and beyond the role.
“Invest in each individual…” – PacMoore
The core value statement makes it clear that the company wants to create a win-win relationship with its employees. By recognizing that its employees are worth the investment, they’ll help them grow in their careers as well as take advantage of their expertise while employed. This investment could be in the form of education, training, pay increases, bonuses, or other rewards.
In the absence of core values, employees lack clear direction on what being successful looks like. That in turn makes it difficult to develop a performance management or social recognition program that fosters and promotes the right employee behaviors.