Embedding Values and Behaviours
Integrity is all about acting in a way that is consistent with the promises that we make to our customers, partners and employees. When behaviours throughout an organisation are consistent with the stated values, employees will have trust and belief that integrity is present. Integrity is a key enabler of an engaged workforce.
There are typically three stages to the process of embedding values and behaviours, and Grass Roots works in collaboration with HR and Internal Communications teams to support the delivery of projects at each or all of the three stages.
Stage 1. Define and articulate the values and behaviours
We help our clients to articulate the organisational values in an engaging way, and then to define how people can express those values in what they say and do. Take a look at our work with InterContinental Hotel Group in the video below.
Stage 2. Bringing values and behaviours to life
Values and behaviours often exist in writing, but are not always consistently demonstrated by employees. This can impact the customers' experience and brand perception as well as have a detrimental effect on employee engagement. We help our clients to develop and deliver practical ‘hands-on' activities that help people to understand how to demonstrate the values and behaviours consistently within their day to day roles.
Stage 3. Encouraging repetition of behaviours
Recognition and reward is an important factor in embedding values and behaviours. Both manager to employee, and peer-to-peer recognition play an important role in encouraging repeated behaviours aligned to company values.
Engaging with new starters
New employees bring fresh ideas that can add huge value to the organisation. To help this population direct their contributions most effectively it is important that they understand the values and behaviours of the organisation at an early stage. We help organisations to communicate the company values and behaviours in a memorable way to new starters as part of an on-boarding tool.
