Como você comunica e promove sua visão e valores de RH para os funcionários e gestores?

Check out "Start With Why" by Simon Sinek for a great way to define your purpose as an organization. This works for individuals, teams, and whole organizations. A clear, focused why statement and a carefully-crafted set of core values (again, these can be for individuals, teams or orgs) is key to setting an organization on the path toward success. It has the added benefit that the team members are happier knowing what they stand for (and they can decide to leave... or never join... if they don't fit).

Identify key stakeholders (employees, management, clients) and gather their insights on what they value in the HR function. Conduct surveys or focus groups to understand their needs and expectations regarding the HR vision and values. Collaborate with team members to identify principles that reflect the organization’s identity. Common HR values might include integrity, inclusivity, collaboration, innovation, and accountability. Engage organizational leaders to validate and refine your HR vision and values. Their support is crucial for promoting and embedding these principles throughout the organization. Establish metrics to evaluate how well the HR vision and values are being embraced.

I communicate our HR vision through team meetings, emails, and workshops, emphasizing alignment with company goals. Digital platforms showcase success stories, and feedback channels include surveys and suggestion boxes. Recognition programs and town hall meetings reinforce our values consistently. This multi-channel approach ensures a deep understanding and commitment to our HR vision.

Communicating and promoting the HR vision and values to employees and managers involves several strategies. Start by crafting a compelling narrative that articulates the purpose and significance of HR initiatives in achieving organizational goals. Utilize various communication channels, such as town hall meetings, newsletters, intranet platforms, and email updates, to reach a wide audience. Lead by example, demonstrating HR values in actions and decisions. Provide opportunities for dialogue and feedback, encouraging employees and managers to share their perspectives and ideas.Reinforce the HR vision and values through recognition programs,training sessions, and cultural initiatives,fostering alignment and engagement across the organization.

start by crafting a clear statement that fits with your organization's goals. Make sure senior leaders are on board to support and endorse these values. Regularly share the vision through meetings, emails, and workshops to reinforce its importance. Use stories and examples to show how these values benefit both individuals and the organization. Encourage open communication where everyone can share feedback and ideas. Train managers and staff on how to apply these values in their work. Recognize and reward behaviors that reflect the vision to reinforce its significance. Lead by example by demonstrating these values in your own actions. Monitor your efforts and adjust as needed to keep the message strong and relevant.

HR Vision and Values won't look exactly like the business, but they will support, hold up, and strengthen the people, processes, and culture required to meet the business goals.

Align your HR vision and values with your business strategy to ensure they work hand-in-hand. Show how HR contributes to goals like growth and innovation. Consistency with company culture and addressing employee needs is key. Tools like the balanced scorecard can help. It's about making HR a driving force behind your business success.

Understand the core strategic objectives of your organization, such as growth targets, innovation goals, customer satisfaction metrics, or commitments to social responsibility. This tool can help translate your strategic objectives into specific HR initiatives. Identify key performance indicators (KPIs) that measure HR contributions to business goals, focusing on areas like employee engagement, retention, and performance management. Map out how HR initiatives can directly support business objectives. This involves identifying critical HR functions (like talent acquisition, training, and development) that align with strategic goals and ensuring they are prioritized.

I don't believe that most organizations do this very well. It seems all the effort of creating a clear vision and set of values goes to waste because they don't get the word out. Think like a marketer... put your message in every format that anyone might want to consume it, put it anywhere it might be found, and say it as often as you can. Just remember, if HAS to be simple. Make it simple to understand and live by.

Clear and frequent comms are key to embedding your HR vision and values within the organization. Utilize multiple channels to ensure the message reaches everyone, adapting the content to suit different formats like emails, intranet, and team meetings. In my experience, incorporating practical examples and stories in communications helps illustrate how these values apply in day-to-day activities and decisions. Regular reminders and discussions about the vision and values help keep them top of mind, encouraging employees and managers to integrate these principles into their work. Also, leaders should consistently reinforce the vision and values in their own communications and actions, demonstrating a unified commitment to the HR strategy.

This is a really important step! Communicate your HR vision and values clearly and often. Use emails, meetings, and even company newsletters to spread the word. Tailor your message for different teams, highlighting how it benefits them. Make it engaging and relatable—think storytelling over jargon. Consistent, clear communication turns vision into reality.

Outline the objectives, target audiences, key messages, and communication channels. Schedule regular updates and ensure consistency across all communications. Customize your messaging based on the audience’s role and perspective. Use appropriate language and examples that resonate with different levels, from entry-level employees to senior management. Clearly articulate how the HR vision and values benefit employees and the organization. Provide concrete examples of how they can enhance workplace culture, support career development, and contribute to organizational success. Craft a concise and impactful elevator pitch that summarizes the HR vision and values. This can be used in various informal settings to spark interest and discussions.

Promoting your HR vision and values requires more than just communication—it necessitates tangible actions and behaviors. Leadership should exemplify these values in daily operations, fostering a workplace culture aligned with the stated vision. By incorporating values into decision-making, recognizing and rewarding adherence, and establishing policies that reflect these principles, the organization can authentically embed its HR vision, influencing employees to internalize and practice these values consistently.

As an HR leader, exemplify the values you want to see, such as integrity, respect, and collaboration. Your actions set the tone for the entire organization. Review and revise HR policies, practices, and programs to ensure they reflect your vision and values. This includes recruitment, performance evaluations, promotions, and disciplinary actions. Implement fair and transparent processes in all HR functions. Clear criteria for performance evaluations, promotions, and rewards help build trust and credibility. Develop recognition programs to celebrate individuals and teams who exemplify the HR vision and values. This reinforces desired behaviors and motivates others to follow suit.

Promoting HR vision and values goes beyond words—it’s about action. Model the values you preach, like integrity and collaboration. Align HR policies with these values and reward those who embody them. Show your team what these values look like in practice. It’s about living your vision every day, so your team can too.

Initially, it is essential to ensure that the HR vision and values are aligned with the strategic objectives and vision of the organization. This will facilitate a united direction of the organization towards the shared goals from a long-term standpoint. Once that is established, the HR vision and values need to permeate every corner of the organization through daily actions of all HR employees, which will proactively demonstrate them to the employees and managers.

To gauge the influence of your HR vision and values, continuous monitoring and measurement are imperative. Regularly assess their impact on organizational performance and culture. Utilize metrics aligned with your vision, such as employee engagement, satisfaction, and productivity. Emphasize a data-driven approach, ensuring the metrics selected directly reflect the intended outcomes. This ongoing evaluation allows for timely adjustments, reinforcing alignment with organizational objectives and fostering a workplace culture in harmony with your HR vision and values.

To truly promote your HR vision and values, measure their impact. Track performance and culture shifts, gather feedback, and see what’s working. Use surveys and metrics to gauge understanding and engagement. It’s about knowing if your vision is making a difference, so you can tweak and improve as needed. Data-driven insights keep your HR strategy on point!

1- Develop your frontline employees’ communication skills Frontline workers may lack the proper soft skills to interact with different stakeholders and effectively report what is happening. 2-Communicate regularly to enhance employee experience. Employee experience (EX) as a metric often translates to the customer experience you provide. To enhance the EX of frontline workers, you must ensure they are not left in the lurch. Implement processes to regularly brief your workforce about their tasks and duties Provide positive reinforcement through rewards when milestones are attained Be readily available to respond to employee queries. 3- Train frontline managers to communicate effectively. 4- Use tools to increase accessibility.

One of the most effective ways I’ve found to pull this off is to make sure I’m being intentional about spending time and building relationships with employees. Not only is HR often misunderstood by employees, there’s a healthy degree of skepticism that they truly have the employees best interest in mind. By regularly engaging with employees and leaders, you can build the trust, knowledge, and vernacular to connect the strategic HR vision to the people it’s designed to engage. And, this is a long-game that’s about more than optics. If all you’re doing is kissing babies, people will see through it. They need to know you care about them and are sincerely listening and solving their problems.

Effectively communicating and promoting your HR vision and values is crucial for fostering alignment and commitment among employees and managers. Utilize various channels, such as company-wide meetings, newsletters, and digital platforms, to articulate the vision's significance and how it aligns with organizational values. Emphasize the positive impact on individuals and the broader workplace culture. Encourage leadership to exemplify these values in actions, reinforcing the vision through consistent behavior. Establish feedback mechanisms to ensure two-way communication and continuous alignment with shared values.

Effectively communicating and promoting HR vision and values to employees and managers involves a multi-faceted approach. This starts with clear and consistent messaging from leadership, articulated through regular communications such as town hall meetings, emails, and company newsletters. Incorporating the vision and values into onboarding processes and training programs ensures that new hires understand the organization's core principles from the outset. Additionally, embedding these values into performance evaluations, recognition programs, and everyday practices reinforces their importance. Creating open channels for feedback allows employees to voice their perspectives, fostering a culture of transparency and continuous improvement.

Build a sense of ownership of the vision: It's natural to commit to something you played a role in the design and formulation. It's yours to protect and ensure its success. Develop a sense of ownership through employee engagement with values and vision of the organization.

Real stories resonate. Share a moment when your HR vision made a difference—like how a revamped policy improved team morale or a values-driven initiative boosted productivity. Personal anecdotes turn abstract values into tangible actions, making them relatable and inspiring for your team.