Assessing values to build a strong organisational culture

Team around a table looking at a whiteboard with a values brainstorm on it

Values drive a company’s performance and behaviour, and specific organisational values serve as guiding principles on how people should approach work within the organisation. They manifest in the company’s vision, mission, and mandate.

Paarl and Perry (2007) said organisations with clearly articulated values documented high performance within their workforces. Further, the alignment of individuals and organisational values show a more positive workplace attitude and increases commitment and involvement.

Here are some of the significant benefits when employees think they “fit” in the organisations:

Job satisfaction. An employee is more likely to be happy and content when the values of the employee and the organisation align.

2018 LinkedIn survey shows that 71% of professionals said they are willing to receive lower pay and forego fancy titles as long as they share common beliefs and values with the company. Meanwhile, 39% said they would leave if their current employer asks them to do something that is against their morals.

Engagement. Employees working with teams having the same core values and aligned goals make them feel more confident and committed. Finding compatibility with a workplace makes an employee become more engaged in their job.

Further, candidates prefer employers who they can connect with. As many people find jobs through social media channels, candidates can base their decision on how potential employers present their employer brands on these platforms. Specifically, candidates look for content that provides an overview of the culture of the organisation.

Resilience. An employee who has compatible values with the company often demonstrates more resilience and grit than those who have unaligned values. A 2017 study shows that employees having different values with the company are more likely to experience job burnout while employees with compatible values are more likely to have the mental resources to deal with adversity.

Increased retention. Companies that can build a strong organisational culture will find employees are often more productive and motivated to stay. Robert Walters in its 2018 study said 98% of employers prioritise finding staff who are good cultural-fit in the organisation. Further, 81% of hiring managers believe that candidates are less likely to leave when they are a good cultural fit, while 85% said candidates will perform better.

The recruitment firm suggests that employers should consider offering clear criteria as to what will be expected of the candidates during the on-the-job performance. Values-based recruitment assessments may help filter candidates that culturally fit.

Fitting in the organisation’s culture The Society of Human Resource Management reiterated that assessing values of applicants is tightly linked to long-term organisational success and drives companies to implement strategic hiring.

Employers assessing value alignment can eliminate candidates who are not aligned with the principles and values of the company at the beginning of the recruitment process. Hiring candidates who have aligned values with the organisation increases higher retention rates and lower turnovers.

Values are important aspects of an organisation to attract and retain top talent in the workforce.

Incorporating values into the recruitment process can significantly improve many different aspects of talent acquisition in organisations. Further, assessing and hiring cultural fit individuals will most likely flourish in their role while the companies will experience long-term growth and success.

Learn about Talegent’s PATH Values Assessments here.

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