Integrating Core Values into Your Organizational Processes

Four people putting puzzle pieces together

Howdy! I'm Melissa Ortiz, and today I'd like to discuss something that's near and dear to my heart: culture and core values. But probably not in the way you've heard before. We hear a lot of buzz about getting your culture right and defining your core values. That's great, and it's important. More companies than ever are doing it, and doing it sincerely. But here's the kicker—many aren't taking it to the next level.

Over the last 17 years working on talent optimization, I've noticed a gap. We often stop at defining our core values without integrating them into the very fabric of our processes and systems. So today, I want to share a resource and some insights on how to align your core values deeply within your organizational processes. Let's dive in!

The Missing Link: Beyond Defining Core Values

Defining Isn't Enough

Sure, you've got your core values plastered on your website, maybe even on a poster in the break room. But are they alive in your daily operations? Defining core values is a crucial first step, but it's just that—a first step. Without integration, those values remain abstract concepts rather than actionable principles.

The Integration Gap

From what I've seen, companies often struggle with the "how" of integration. How do we take these lofty ideals and weave them into our day-to-day activities? That's where the magic happens, and that's what sets thriving cultures apart from the rest.

Introducing the Core Values Integration Mapping Tool

I've developed a resource to help bridge this gap—a Core Values Integration Mapping tool. This tool is all about aligning your core values into the depths of your processes. It's a roadmap to ensure your values aren't just words but are actively shaping your organization's behaviors and decisions.

How the Tool Works

  1. List Your Core Values: Start by inserting your core values across the top of the mapping tool. If you have three values, they'll go into three columns. If you have six, simply split the columns accordingly.

  2. Identify Key Processes: Down the left side, list your core people processes—hiring, onboarding, employee development, recognition, promotion, and even termination.

  3. Map the Integration: In each cell, brainstorm how you can integrate each core value into each process. Ask yourself, "What are we currently doing, and what can we do better?"

  4. Action Steps: Not every box will be filled, and that's okay. The goal is to get you thinking about where integration can happen and to plan actionable steps.

Integrating Core Values into Key Processes

Let's break down how you might integrate core values into some fundamental organizational processes.

1. Hiring

Current Practice: You might already assess technical skills and experience.

Integration Idea: Develop interview questions that specifically probe for alignment with your core values. For example, if one of your values is "collaboration," ask candidates to share examples of successful team projects they've been part of.

2. Onboarding

Current Practice: New hires complete the necessary paperwork and attend orientation sessions.

Integration Idea: Incorporate core values training into your onboarding program. Create interactive sessions where new employees can discuss what the values mean and how they manifest in daily work.

3. Employee Development

Current Practice: Employees attend occasional training sessions.

Integration Idea: Design development programs that reinforce core values. If "innovation" is a core value, offer workshops on creative thinking or provide time for passion projects.

4. Recognition

Current Practice: Employees are recognized for hitting targets or milestones.

Integration Idea: Establish a recognition program that celebrates employees who exemplify core values. Share their stories in company meetings or newsletters to reinforce what those values look like in action.

5. Promotion

Current Practice: Promotions are based on performance metrics and tenure.

Integration Idea: Make adherence to core values a criterion for advancement. Assess not just what employees achieve, but how they achieve it.

6. Termination

Current Practice: Employees are let go for poor performance or misconduct.

Integration Idea: Use core values as a framework for difficult conversations. When parting ways, explain how certain behaviors didn't align with the organization's values, reinforcing the importance of those values to the remaining team.

Making It a Living Document

This integration process isn't a one-time task. It's a living, breathing strategy that should evolve with your organization.

Regular Reviews

Pull out the Core Values Integration Mapping tool at least once a year during annual planning. Ask yourself:

  • What's working?

  • What's not?

  • Where can we improve?

Continuous Improvement

Use the tool to set new goals for integration. Maybe this year, you focus on onboarding and recognition. Next year, you tackle employee development and promotion.

Bringing Values to Life: Beyond Paper and Websites

The ultimate goal here is to make your core values come alive. They should be evident in how decisions are made, how people interact, and how the organization grows.

1. Storytelling

Share stories internally about how team members are living the values. This not only recognizes those individuals but also provides concrete examples for others.

2. Leadership Modeling

Leaders should embody the core values daily. Their actions set the tone for the rest of the organization.

3. Feedback Loops

Encourage employees to provide feedback on how well the organization is living up to its values. This can highlight blind spots and areas for improvement.

The Impact of Deep Integration

When core values are deeply integrated:

  • Employee Engagement Increases: People feel connected to a larger purpose.

  • Cultural Consistency Strengthens: The organization presents a unified identity internally and externally.

  • Decision-Making Improves: Choices at all levels align with core principles, leading to better outcomes.

Let's Get Started!

I encourage you to try the Core Values Integration Mapping tool. It's a simple yet powerful way to start embedding your values into the heart of your organization. Remember, defining your core values is just the beginning. The real transformation happens when you weave those values into every process, every decision, and every interaction within your organization. So let's move beyond the buzzwords and make your culture a living, breathing force that drives success.


Discover how Activate Human Capital Group can transform your workplace with our unique employee engagement strategies and strengths-based approach. Don't miss the chance to enhance your team's performance and satisfaction. Contact us today to start the conversation about your organization's future!

Next
Next

Love, Loathe, Learn: A Strategy for Talent Optimization