Values are the cornerstone of our culture

In my 3 decades of professional journey I experienced that values of an organization are deeply intertwined with its culture. Organizational culture manifests collective behaviors, beliefs, attitudes, and symbols that define how an organization operates. It's the social glue that binds members of the organization together and shapes their actions and interactions. As HR leaders we should be aware of all touch points where our values have a profound impact in shaping the culture in our organization.

Touch point 1-Foundation of Culture: Values are the core principles and standards that guide behavior within an organization. They serve as the foundation for the organizational culture, influencing how employees interact with each other, with clients, and how they make decisions.

Touch point 2-Behavioral Norms: Values influence the development of norms, which are the unwritten rules of behavior that are considered acceptable within the organization. These norms dictate how employees should act in various situations and thus become a visible aspect of culture.

Touch point 3-Decision-Making: Organizational values provide a framework for decision-making. When faced with choices, employees look to the organization's values to determine the best course of action. This creates a consistent approach to problem-solving that is reflective of the culture.

Touch point 4-Recruitment and Retention: Organizations often recruit and retain employees whose personal values align with those of the organization. This alignment ensures that new hires fit into the existing culture and helps maintain the cultural integrity of the organization.

Touch point 5-Motivation and Engagement: When employees share the organization's values, they are more likely to be motivated and engaged. A strong culture that resonates with employees can lead to higher job satisfaction, loyalty, and productivity.

Touch point 6-Brand Identity: The values of an organization often become part of its brand identity. How an organization is perceived externally is influenced by its internal culture, which is shaped by its values. This can affect customer perceptions, brand loyalty, and overall reputation.

Touch point 7-Adaptation and Change: Values are key to how an organization adapts to change and manages challenges. A culture that values innovation and flexibility, for example, will be more resilient and better equipped to evolve in response to external pressures.

Touch point 8-Leadership: Leaders play a crucial role in shaping and reinforcing organizational culture. Their actions and decisions must reflect the organization's values to maintain credibility and ensure that the culture remains consistent and strong.

Touch point 9-Performance Expectations: Values influence the performance expectations set for employees. These expectations are a part of the culture and guide employees in understanding what is required for success within the organization.

Touch point 10-Conflict Resolution: When conflicts arise, organizational values can provide a common ground for resolution. A culture that values respect and open communication will handle conflicts differently than one that does not prioritize these values.

Organizational values are not just abstract concepts; they are lived through the culture of the organization. They influence every aspect of how an organization operates and are reflected in the day-to-day behaviors and decisions of its employees. I have experienced that a strong alignment between values and culture can lead to a cohesive, effective, and successful organization.