The Values System
In the beginning, when you hire somebody, most of the time, the person seems right for you and your company. And as time passes, the company naturally evolves, and things change both for the company and the employees. Therefore, because the business is a living organism that answers and adapts to the stimuli in the environment, you need to set high goals or expand the dynamics inside of it to keep things up to date.
Likewise, the people you hired, even though at the beginning, were perfect matches and were motivated, they gradually change their priorities. For instance, in someone’s life, a child or the ideal partner appears, and so their initial priorities get restructured.
These two types of dynamics, the company dynamics, and the employees’ rarely seem to be a match. Most of the time, the person who gets hired starts losing motivation after some time, and they start putting a lot of effort into work. And when this process is set into motion, it appears then as essential for you to make more efforts to stimulate the employees. And all of a sudden, it seems it’s also your responsibility to keep the person happy and fulfilled.
In this case, there are a few symptoms that can be well defined within a company:
Employees who refuse to do specific tasks or postpone them repeatedly
Employees who are no longer involved, are disinterested or demotivated
Employees who make no difference between what is important and unimportant for the company
Employees who no longer feel they belong to the company
Employees who make decisions for the company which are not aligned to the company’s mission
Employees who ask for extra money if they do one or two extra tasks
Employees who come late and leave early
Employees who see no point in doing certain tasks, which are vital for the company, because they don’t like those tasks or consider them unimportant
Employees that make chaotic decisions because they do not understand the direction in which the company goes and which actions support this direction
Employees who could be more focused, more productive, and more efficient
Employees who can be stimulated to assume more power and responsibility in the company
Employees need purpose and meaningfulness in their work, and they need to feel they belong to something bigger than themselves.
If the perception is that they are wasting themselves in the company, that they do not fulfill their potential, namely their values, by contributing to something important, there’s a high chance that they’ll become demotivated or even leave the company.
But this doesn’t have to be like this! By knowing the value system of each employee, you’ll know what they need to feel fulfilled, and not what you need to do as an employer to make them happy.
Benefits
Increases the individual and team productivity
Enhances the degree of personnel retention and decreases the personnel fluctuation
People feel more inspired and do their work
Reduces the number of tasks postponed and increases the amount of the assignments finished in time
Drops the number of the tasks passed from one person to another
The employees who are not aligned to the company will leave and make space for other people who are more aligned with the company
The employees will make the difference between what is more or less important for the company
People work better in teams despite their differences
Employees work because they are inspired and don’t feel the need to be pushed
Employees assume more responsibility and power of decision (as much as you allow them)
Employees feel more inspired by the company’s mission and understand they can fulfill their goals in the company
Benefits
Increases the individual and team productivity
Enhances the degree of personnel retention and decreases the personnel fluctuation
People feel more inspired and do their work
Reduces the number of tasks postponed and increases the amount of the assignments finished in time
Drops the number of the tasks passed from one person to another
The employees who are not aligned to the company will leave and make space for other people who are more aligned with the company
The employees will make the difference between what is more or less important for the company
People work better in teams despite their differences
Employees work because they are inspired and don’t feel the need to be pushed
Employees assume more responsibility and power of decision (as much as you allow them)
Employees feel more inspired by the company’s mission and understand they can fulfill their goals in the company
Structure of the programme
Identifies the values of the employees
Discerns the system of values – how they work at a personal level, in relation to the customers, and the team
Communicates other people’s values: CEO, leaders, and subordinates, colleagues, clients, and partners
Aligns the employer’s values with top 10 individual tasks
Aligns the employer’s values with the vision and mission of the company
Aligns the employer’s values with the values of the company’s leader and those of the colleagues with whom they frequently interact
Introduces and nurtures certain new values the person needs in order to grow by modeling the system of values (only for the key people) and growth found in Owning the traits of the greats while also aiming to show that person that they already have the traits of that top expert they admire