Author: colinfindlay

What Is Performance Management and How Can You Do It Well?

 

 

Managing the performance of your employees is one of the most essential and delicate aspects of running a successful business.

It is a little bit like adding the spice to a curry. Get it right, and you have got the perfect dish to keep everyone satisfied and powered-up. Get it wrong, and you are going to have a lot of unhappy people looking for somewhere else to eat!

While many managers find the concept of performance management intimidating, it’s actually pretty straightforward. Being transparent, authentic, open and honest are the keys to success.

Let’s have a look at some of the key ingredients for effective performance management.

 

What Is Performance Management?

Firstly, let’s cover off the main question… what does effective performance management look like?

Many people make the mistake of assuming that performance management is the appraisal process. But it goes far deeper than that. In fact, effective performance management is actually about creating an environment in your workplace where your team are enabled to perform to the best of their abilities.

As you can imagine, a lot goes into creating that kind of environment. It is not something you can leave to happen on its own – to magically create a great environment without any input.

So, these are our best tips on how to create the kind of space that enables your team to perform to the best of their abilities… and to want to do it!

 

Clarity

Would you send an invite to a dinner party but fail to include the date, time, and location? Only if you didn’t want someone to show up, right? The same goes for managing your staff. Be clear on what they are expected to achieve, how they should best go about it, and give specific deadlines.

A clear job description will help set the initial guidelines. That needs to be backed up by creating the right expectations on both sides of the relationship. Once your people know what is expected of them, they can really shine. It might help to set KPIs or goals in line with their abilities so they always have a target to strive for.

 

Follow-up

The days of formal annual performance reviews are fading away. Modern, effective managers are all about regular check-ins. They don’t have to be formal, structured meetings all the time (though it does help to schedule some catch ups of this nature). The point is to meet on a regular basis. This coaching method lets you catch mistakes early on, identify if people are on the right track, and help them shift attention if necessary. It allows for on-the-spot, timely feedback, and saves everyone’s time in the long run.

 

Feedback

While we all prefer to avoid or delay uncomfortable situations, managers need to give feedback promptly. Don’t save up your input (whether positive or negative) for a formal review when it is no longer relevant. A good mentor and coach will make use of teaching moments, giving constructive feedback as and when needed. You will find employees appreciate honesty (when delivered in a helpful, appropriate way).

Managers should also be setting a good example by actively asking for feedback from their team.

 

Future-Focus

While not every discussion needs to be sunshine and rainbows, it is important to ensure feedback is focused on developing skills for the future, not dwelling on what has gone wrong in the past.

When things go well, you can talk about how to repeat and build on these successes.

When challenges arise, look at ways to avoid and improve on these in the future without placing blame. Perhaps the employee can be paired up with another team member, receive further training to upskill, or be given more resources in order to meet their future objectives.

 

Reward and Recognition

Perhaps the most crucial part of performance management is getting the reward and recognition part right. Your employees need to feel appreciated for the work they do. Sometimes, this can be as simple as a heartfelt, individualised thank you. Other times, it may need to be a bigger incentive.

Most importantly, ensure that your rewards are fair and effective. Keep in mind that this is not a “one-size-fits-all” process. Different things motivate different people. Expend some energy finding out what works best for every individual.

 

If you are looking to get some structure in place when it comes to performance management at your workplace, then we can certainly help you do that. Get in touch with us here at Spice HR to enable your team to perform at their very best.

Why You Need an Effective Training and Development Program

Why You Need an Effective Training and Development Program

Is your idea of training and development sending your team on a once-a-year health and safety course?

Then we’ve got some news for you… You are doing your business and your team a huge disservice.

Training and development are buzzwords in the HR world for good reason. Regardless of the size of your organisation, investing in individuals is an investment in the success of your business.

A well thought out, consistent training and development strategy boosts staff morale and engagement, increases staff retention, skyrockets productivity and efficiency, and even helps your company’s future growth and success.

Yes, it really is that important! Let’s talk about why.

The Benefits of Training and Development

Increased Employee Satisfaction

Employees that feel inadequate, unsupported, or under-challenged can become bored and disengaged. In contrast, providing relevant training and development opportunities shows your staff that you value, appreciate, and support them. This provides increased job satisfaction, which results in increased loyalty and retention.

Improved Performance

Happy, engaged workers are more likely to go the extra mile for your business. And they will do it because they want to, not because they feel they have to. They will do their job more efficiently with fewer mistakes. This helps your business stay ahead of the game and there will be less of a requirement for intense supervision of your team. They will be able to take pride in operating autonomously.

Develop Future Leaders

Prepping your employees for future promotion can be priceless. It gives them something to strive for, ensuring they will always enjoy applying themselves to the job at hand. A solid development program includes strategic planning to fill potential skill gaps from within. Recruiting leadership roles internally puts you on the front foot. They already know and understand your business and have proven themselves. Plus, it doesn’t hurt that you can save time and money, and avoid the mistake of a costly bad hire.

Innovation and Creativity

Learning opens the mind and paves the way for innovative thinking. Just because something has always been done one way does not mean that it is the best way. Ongoing training and development creates opportunity for creativity, but also for innovation in your practices. This will help you to create a strong and dynamic organisation.

Attract Quality Employees

Job hunters are very savvy these days. They expect more than a steady pay packet. They want a great place to work. A business that invests in and cares about its employees will quickly gain a reputation as that great place to work. You will be able to attract top talent to enhance your team of go-getters.

How To Approach Training and Development in Your Business

There are some key things to remember when you are developing a training program for your workplace.  Probably the most important thing is to not get caught up in the traditional definitions of training. Courses and formal training play an important role, but only as a small portion of an overall culture of day to day learning and mentoring.

The 70:20:10 rule is a popular and effective way of outlining the different aspects of employee development.

70 percent of the work happens on the job, as your employees learn by doing. Select projects and assign responsibilities that get people out of their comfort zone and challenge them to stretch their abilities.

20 percent of the time should include learning from mentors, who could be colleagues or managers. Rather than a formal development plan, this kind of training should be organic and encouraged to happen naturally in the workplace. Personalise development in response to skillsets, areas of interests, and different learning methods.

The last 10 percent is formal training, which could include digital courses, seminars, conferences, or additional certifications and qualifications. Don’t forget to focus on both hard and soft skills.

Today’s employees are looking for careers, not just jobs. Fulfilment, personal growth, and ongoing development are high on the list of priorities for top candidates. Taking the time to develop a culture that values professional and personal development will be reflected in the positive engagement of your team and the future success of your business.

If you are interested in developing an effective training and development plan at your workplace, then get in touch with us here at Spice HR.  We can help you create an effective and practical plan that can upskill your team and benefit the entire business.

The Importance of Team Building at Your Workplace

Unless you have been living under a rock, you will have heard about the benefits of team building.

However, when you read that term right there on the page, you might have just let out a little groan!

Unfortunately, this important aspect of creating a successful workplace culture has been incorrectly handled for so long that it has become an office cliche. Mention the words “team building” to the average group of people, and you are likely to get eye-rolling and moans of protest.

But don’t write off the process so quickly!

Done correctly, team building is an effective and powerful way to build productivity, enhance workplace culture, and create a happy, creative work environment.

Forget sitting around the office role-playing awkwardly. Today’s team building is innovative, smart, fun, and effective. Just as the right spice can elevate a dish to the next level, team building can add that extra secret ingredient for success to your business.

Excited? We hope so! Let’s start building.

 

Why Is Team Building Important?

Done mindfully, team building activities and exercises are one of the most powerful investments you can make in your business. Here are some ways it can help your workplace:

  • Build communication
  • Reduce conflict and misunderstandings
  • Grow trust in all directions
  • Make staff feel valued
  • Increase engagement
  • Facilitate collaboration
  • Develop problem-solving skills
  • Boost creativity and productivity
  • Break down barriers
  • Lift morale

Sounds too good to be true, right?

But think about it. A business is only as good as its employees and how well they work together. Happy, connected, engaged people do great work consistently and efficiently. Communication flows, people enjoy coming to work, they respect and help each other. Your fabulous work culture attracts and retains top-notch staff, and the organisation runs like a well-oiled machine.

Now flip that and imagine an environment full of miscommunication, gossip, and distrust. Most people barely stop to chat with one another, small conflicts became costly issues, and morale is poor.

Okay, so one team building session is not going to be the magic wand to transform a fractured team into a dream-team. But as part of an organisational-strategy, it goes a long way.

 

How To Choose An Activity?

The key to making the whole exercise a success, is choosing the right activity.

Your team building project can be almost anything. The options are as diverse as the people on your team. The biggest challenge will be ensuring it embraces every individual and is appropriate to your workplace culture.

Here are some tips for choosing the right one for your team:

  • Get out of the office. You don’t want this to feel like another day at work. It should be a fun way for people to connect in a different setting.
  • List your objectives first and plan the activity around those.
  • Have fun! Don’t try and force some competency-based corporate result. Instead, target the qualities you want to enhance – like communication, empathy, collaboration, problem-solving, stress-relief – and let the results happen organically.
  • Choose something unique that pushes people slightly out of their comfort zones to encourage them to bond in new ways.
  • Never force or bully anyone into participating. This will have the opposite of the desired effect. Instead, opt for inclusive activities that everyone agrees with.
  • Get feedback – ask your team for ideas on what they would like to do.

 

Making the Most of The Opportunity

Team building is not a once a year “tick-the-boxes-for-HR” activity. It should be a key factor in building positive staff morale. The practices you embody during these sessions should translate over to the workplace. Find ways to keep the connection and positive energy flowing in between your out-of-work adventures as part of an overarching strategy.

Getting people out of the office and away from their “work identity” encourages genuine connection and collaboration. It gives people a chance to share experiences and get to know and appreciate each other’s personalities, strengths, and quirks in a meaningful way. The trust, respect, and empathy that follow are priceless.

Are you ready to implement some meaningful activities to boost communication, reduce conflict, improve productivity, and so much more?

Then it is time to nail your team building. And if you need some help figuring out what that might look like at your workplace, then get in touch with us here at Spice HR. Drop us a line today!

What is the Gig Economy?

Today’s workforce is a different beast than it was even one generation ago. The rapid advancement of technology and the power of the internet has transformed the way many people approach their careers.

It is interesting to think that digital nomads and remote workers will soon outnumber traditional office workers. This will create the “gig economy”.

What is the Gig Economy?

Well, it is a marketplace where people choose the freedom of short-term contracts or freelance work over permanent jobs.

With an estimated 35 percent of the US workforce and up to 70 percent of Australians working remotely at least some of the time, most businesses will be faced with a mixture of in-office staff and gig workers.

So what does it all mean?

For a start, it will provide some new challenges for managers as they adjust to a rapidly changing and flexible workplace and juggle the different requirements of each type of worker.

But it’s not all bad! As they say, variety is the spice of life! Learning how to manage your entire team — remote or otherwise — will enhance your communication and management skills.

Let’s dive in and look at some tips on how to integrate the freelance or remote members of your team.

Be Available

In a physical workspace, it is easy for workers to pop in and see you, stop you in the hall to ask a question, or catch up with you over lunch. But if you aren’t in the office, you don’t have those opportunities. Instead, you will need to make a conscious effort to ensure your remote workers have a similar level of access. Do this by responding to messages promptly and make yourself available as much as you reasonably can.

Stay in Touch

Don’t get sucked into the “out of sight, out of mind” mentality. Your remote employees still need to feel included and important in order to be engaged and invested in their tasks and your business. Set up short daily check-ins and longer catch ups at a time that suits you both. If your worker’s feel like they are less important or forgotten about, you will find it hard to get the level of buy-in you are after from them.

Upgrade Your Tech Tools

There is no excuse to have poor communication, even if your team are spread all over the globe. With excellent collaboration tools to keep everyone up to date and engaged with projects, nobody needs to be excluded. Try applications like Slack, Trello, or Google Hangouts to enhance the efficiency and organisation of your team.

Forge a Connection

Positive work relationships contribute hugely to employee engagement. Think how much more you enjoy going to work if you have some good workmates to interact with during the day. Remote workers often miss out on this kind of camaraderie. Put some effort into building personal connections with your freelancers. Instead of being all business during your catch-ups, take the time for some meaningful small talk.

Get Some Face Time

A vast amount of communication between people is non-verbal. We pick up cues on mood and hidden nuances through facial expressions and body language. Sometimes, emails or online messages can be misinterpreted. But it is not always possible to get face to face with people. Thankfully, technology comes to the rescue again! Schedule video chats with your remote workers regularly to overcome these hurdles.

Using the Gig Economy To Your Advantage

The emerging gig economy is great for business. It means you can hire the skills and expertise you need in the here and now. By using digital nomads or freelancers to cover high season or specific projects, you won’t need to employ unnecessarily.

Making your workplace an attractive place for remote workers means you can attract the best of the best from around the globe. You may need to adjust and upgrade a few practices, but the effort you put in will be reflected by the commitment and engagement brought to your business by your entire team.

If you are intrigued to know how you can utilise the gig culture in your business, we’d love to help. Book a time to chat with us face to face, by phone, or by video call today!

Why Great Staff Engagement is Vital to Your Business

If you had the choice, would you rather eat a bowl of plain rice or a delicious, spice-filled curry?

Sure, the plain rice would satisfy a need and ease your hunger pains, but that is all. The curry would not only satisfy those hunger pains, but also provide you with the added bonus of enjoyment and nutrition.

Why are we talking about curry?

Well, it displays the difference in attitude you can receive from your team. The plain rice team will show up to work for their pay, to tick the boxes and go home again. However, that spicy curry is the team that is engaged and invested in not only their own success but that of the company too.

They both technically get the job done. The plain rice team will be just fine. But to take your business to the next level, you need a bit of spice. And how do you get it?

Staff Engagement!

Staff engagement should not be considered a buzzword. It packs a powerful punch that can level up your business, and create a productive and happy work culture.

While the concept can seem overwhelming, in reality, staff engagement doesn’t have to be complicated or expensive. It often comes down to simple processes and gestures that you can weave into your workplace.

So, sit back and read on to find out why staff engagement is so important. We will also explain how you can boost it in your business.

What Does Staff Engagement Look Like?

Staff engagement is more than saying hello when your team walk in the door in the morning. It is about investing in your team so that they invest themselves in your business.

Engaged employees don’t just show up. They are focused, energised, and productive. They also tend to go above and beyond in their work, as well as in their attitude. They are invested in the success of the company.

More than merely being satisfied and happy at work, engaged staff are passionate about it.

 Why Is It Important?

An employee who is invested will try harder, volunteer to take on more, work faster and be more creative. They are great ambassadors for your business, helping to lift customers and other team members with their hard work and positivity.

Employees who are just there for the money are more likely to jump ship. Give them a reason to stay that is less about money and more about purpose.

If you need more motivation, consider the fact that businesses who put effort into engaging employees can outperform those who don’t by up to 202 percent!

How to Encourage Staff Engagement

Great staff engagement does not happen by accident. You will have to put in some work to build the kind of culture you want.

Try some of these ideas…

  • Make it a constant part of your culture from the top down.
  • Clearly communicate your company’s vision and purpose with employees. Explain your “why” and connect them with the part they play in achieving it.
  • Measure engagement regularly in a meaningful and authentic way (once a year surveys capture a moment in time, not an overall picture).
  • Listen to your employees. Provide a safe, confidential feedback loop to hear their honest views.
  • Support your team to grow and learn no matter what level they are at.
  • Maintain an open and honest management style to inspire trust.
  • Support work-life balance with flexible work schedules and encourage breaks and downtime to refresh.
  • Get to know your employees as individuals, not just workers. Connecting with colleagues on a social level is one of the most significant aspects of creating engagement.
  • Invest in building strong team relationships through social activities or team bonding exercises.
  • Offer incentives and rewards for hard work, and cater them to the individual where possible.
  • Acknowledge and celebrate success as a team.
  • Hire the right people to fit with the culture of your business.
  • Appreciate and celebrate your team, not only in their professional goals but personal as well.
  • Make your workplace fun! Encourage laughter, and think of ways to help them blow off steam after a hard week.

Staff engagement is not just about a pool table and free coffee in the break room. More than an afterthought, it is something that should be a part of your company’s ethos and culture.

Modern workers are looking for meaning and purpose. Provide those things, and you will enjoy all the perks of a healthy, innovative and productive business.

Are you a bit stuck on how to instill this culture at your workplace? Then get in touch with us here at Spice HR. Encouraging great staff engagement is one of our specialties!

Our Spicey Perspective on the Domestic Violence – Victims Protection Act

We’ve recently heard some negativity around the new Family Violence legislation.  There seem to be concerns that this legislation is unnecessary, will end up being costly to employers, and is open to abuse, much like sick leave can be seen by some as an extra 5 days of leave, a given right.  Here’s our thoughts on this which will hopefully provide a little perspective.

The Statistics

Family Violence is a very real problem in New Zealand.  We have the highest rate in the developed world, our police attend around 200 family violence incidents a day, and despite this they estimate that only 18% of family violence is actually reported.  About half of the homicides and violent crime in NZ are due to family violence.

The Reality

However, people who are impacted by family violence mostly don’t talk about it.  It is extremely difficult for them to ask for help.  They often feel shame, and believe they are at fault.  If they have reached the point where they are asking for help, you can be sure they are pretty much at the end of their tether.

In terms of the risk of false claims, we believe this is extremely unlikely, mainly because of the stigma associated with family violence.  Whilst it’s true that some people fake illness in order to take sick leave, we believe the likelihood of people faking being a victim of family violence is minimal. For most people, this is as hard to imagine doing as lying about having cancer.  And remember, employers still have the right to ask for proof if they have genuine doubts.

We believe that in reality the impact on businesses will be minimal.  Certainly the businesses that already offer this support (e.g. The Warehouse Group and ANZ) report that employees do not lie about being victims of family violence.

More importantly though, what’s the impact if we don’t offer this support?  If you have provided a safe enough environment that someone being abused feels they can ask for help, your actions may end up saving their life.  If you don’t, one of your staff members could become another statistic.  It’s real.  These are your people.  Keep them safe.

If you’re keen to make this legislation change into a positive for your workplace, then feel free to get in touch with us here at Spice HR.  We can help you to establish a policy and processes that work for you.  Drop us a line today.

How to Complete Effective Performance Reviews

Do you groan when the time for performance reviews roll around?

You are not the only one!

Shocked? We didn’t think so. Managers and employees alike dread the traditional annual employee review, which has persisted throughout the business world for decades.

What might surprise you is that the traditional way of conducting staff reviews is not only a total drag, but it is ineffective, if not downright bad for business.

Research shows that a whopping 30 percent of performance reviews actually decrease employee performance. Oops!

But just because the old style of review has become irrelevant to a modern workforce, it doesn’t mean the process should be scrapped entirely. There are plenty of ways to reinvent and adapt your staff reviews so that they are quick, easy and infinitely useful for your employees and the business.

Here is what you can do…

 

How to Complete Effective Performance Reviews

Give Prompt and Regular Feedback

Scrap the idea that performance reviews should only happen once a year at a formal sit down. There are so many reasons this idea just does not work, such as:

  • It is difficult to summarise a whole year in one review, especially if items you want to discuss took place months ago
  • It is stressful for all parties
  • Feedback is commonly only from one person (who may be unwittingly biased)
  • There is little feedback or follow up during the year
  • Managers suffer from “the recency effect” (only recollecting events from the last few months rather than the entire year.)

Staff reviews should be about coaching and developing your staff, not just reviewing past performance. Employees want immediate feedback – even if it is negative. The quicker you can provide feedback, the more likely it is that you can change (or reward) behaviour – resulting in a higher performing individual.

 

Mix It Up

You don’t have to trash the entire concept of the annual staff review. When combined with regular informal catch-ups and slightly more in-depth quarterly conversations, it can be a valuable tool to sit down with your employee and renew their goals and aspirations for the year ahead.

Just make sure it is supplemented with those regular catch ups!

 

Ditch the Numbers

Trying to condense an entire person’s work ethic, success, challenges, goals and behaviours into a single number or rating is not only one-dimensional, but it is also ineffective. Numbers tell you very little about the growth or development of an individual.

Instead, focus on capturing information in a more expansive way. Don’t be limited by a score. The key is providing honest feedback on all areas of their performance. You can tell very little from a number on a page. But real constructive feedback can work wonders.

 

Keep It Positive

It is no surprise that 90 percent of employees are more motivated by positive feedback than “constructive feedback.” Managers who are afraid of conflict might save up all their unpleasant conversations to have at a performance review – preferring to get it all out of their system in one go. But a staff review should focus more on the good than the bad.

Take note of all the good things that your team do. Not just their work, but their attitude around the office, how they help their colleagues, even if they pitch in to clean up the break room. Positive reinforcement is really helpful and will help make performance reviews so much more manageable.

 

Look Forward, Not Backwards

If you are providing feedback to your staff on the spot as it is needed, then reviews can be used more as “previews.” Spend time with your employee creating goals and objectives, rather than spending an hour rehashing old material.

That switches the focus from the past to the future. Talk openly about their goals for the year if they want to upskill and if there is the chance of more responsibility and progression. They will leave feeling energised and ready to take on the year head.

 

Listen Don’t Lecture

This is a conversation between two people. And part of being a good conversationalist is to listen openly. Allow your employee to lead most of the discussion, and listen more than you speak. This shows them that you respect and value their opinion. It will ensure they feel a valued member of the team.

 

Include the Rest of the Band

Studies show that often, reviews and ratings are more reflective of the person doing the rating than the person being rated. Translated, that means the manager may have biases (even if they’re not aware of them). To avoid this, and get a well-rounded, more accurate insight into a person’s performance, bring in peers and other managers, or even request customer feedback for a 360-degree review.

 

If you are still groaning and scratching your head about the performance review process then feel free to get in touch with us here at Spice HR. We can help you to establish a review process that works for your workplace. Drop us a line today.

 

Using Emotional Intelligence To Become An Inspiring Leader

Today’s work culture is vastly different from that of only a few decades ago. The old-fashioned style of management is falling from grace, replaced with a more values-based system. This system favours leadership with a strong focus on emotional intelligence.

Gone are the days where a bullying “manager” inspired obedience through fear. Good businesses now understand that to be genuinely successful, leaders need to build trust, empathy, and respect.

While managers have people who work for them, leaders have people who willingly follow them. This may sound like a subtle difference, but it has a significant impact on morale, motivation, and productivity.

Let’s explore the difference and how you can make an impact with emotional intelligence at your workplace.

 

What is Emotional Intelligence?

To be able to use it well, you first need to know what it is! So, what is emotional intelligence?

In a nutshell, emotional intelligence is the maturity, insight and empathy required to effectively understand and manage your own emotions, as well as those of the people around you. Rather than flying off the handle in sticky situations, you can take a step back and avoid making emotionally charged decisions.

It is professionally thinking with your head, as opposed to being driven by your emotions. Good leaders have this quality and inspire their team to make good decisions also.

 

Why is Emotional Intelligence Important for a Leader?

Although technology has come a long way, most workers are not yet robots. Each individual requires a different approach. A good leader aims to inspire and motivate his or her team, know their strengths and weaknesses, and understands which approach works best to unlock each person’s full potential.

This is where emotional intelligence comes in. Identifying personality types, emotions, communication styles and getting buy-in can be achieved by using your skills of empathy and intuition.

However, it is not simply all about the feelings and emotions of others. Inspiring bosses lead by example. They are not afraid of tricky conversations or situations because they have the self-awareness and confidence to handle whatever is thrown at them.

The way you handle yourself will trickle down through your teams. Your management “flavour” dictates the overall flavour of the business. If you are spicy and hot-headed, your work environment will mimic this. Whereas if you are strong, yet calming – like a soothing cup of tea – the culture will eventually feed off this vibe and start to reflect it.

 

Management vs. Leadership

Now that you understand the concept of emotional intelligence, let’s look at how you can use it as a Leader in your workplace. There are very negative connotations around “management”. Managing and leading are two very different things.  From your own experiences, you may be able to identify with some (or all) of the examples below:

  • Managers may force people into following policies and getting things done. Leaders encourage people to believe in the journey.
  • Managers often toe the line and follow regulations to the letter. Leaders can think outside the box and aren’t afraid to try a different tack for the good of the team and the business.
  • Managers can choose to use the “carrot on a stick” technique to get results. Leaders inspire success by capturing people with their vision and helping them understand their role in the bigger picture.
  • Managers often feel the need to “micro-manage” people and projects, constraining creativity. Leaders understand the need to take a step back and trust in their team. They work to people’s strengths.
  • Managers may have an ego about needing to be the expert on everything, not allowing people to grow and shine. Good leaders know that passing the ball and letting other people’s experience and insights shine is crucial for the growth of not only the team, but the organisation.

It’s widely known throughout the business world that employees don’t quit companies, they quit managers and bosses! Take a look at your business and ask yourself: are you merely telling people what to do, or are you inspiring them to follow your lead?

Answering this question alone can be tricky. That is where the team here at Spice HR can help. Building a great workplace culture will encourage emotional intelligence and excellent team contribution. And that is exactly what we can help you do at your workplace. Get in touch with us today.

The Importance of a Mission and Company Values in the Workplace

Does your business have a mission?  Is there a strong set of company values clearly set out that describe the reason for its existence?  We are not just talking a couple of sentences containing corporate jargon at the top of your business plan to make it look fancy.

What we are talking about are the meaningful, powerful principles that unite your team and produce the drive and common purpose that is essential to any business.

Your mission and company values set the tone for your entire business culture. They can be powerful tools to guide decision-making, attract and retain top performers and build an invincible team environment. If you don’t have these in place, then your team and business may not be performing to its full potential.

Let’s have a look at the importance of missions and company values in the workplace, and why it is worth the investment to get them right.

 

The Importance of a Mission and Company Values in the Workplace

The Purpose of Your Business

So, you know the basic purpose of your business, right? Maybe it is to sell tyres or help people invest their money. Knowing your purpose is the basic starting point. Then you need to look beyond your purpose to discover the next level. Your mission and values are about how and why you do something, not just what you do.

Why is it important to get clear on this?

A solid mission and clear company values will guide every aspect of your business. They will help you and your employees make consistent decisions that align with the business, as well as drive the outlook and behaviour of every individual in the workplace.

 

The Importance of the ‘Why’

When everyone on your team understands their “why,” there is a kind of magic that happens. People are united, work relationships are generally strong, and everyone works towards that delicious common goal.

In contrast, if your values aren’t aligned, you will find people working against one another, job satisfaction and productivity declining – and bam, your business will suffer because of it.

Think of it like trying to insert Baby Spice into a thrash metal band. While an entertaining thought, it is a match that just isn’t going to work out. That is because (presumably) the performers have vastly different values and goals.

 

Giving People Something to Strive For

Today’s employees are looking for more than just a pay cheque. They want a sense of purpose to give their work meaning. If a salary is your employee’s only motivator, they aren’t going to be personally invested in the success of your business and will move on to where the money is.

Conversely, those that believe in your mission and values are engaged, positive, and will go above and beyond in their day to day tasks.

This is particularly true in the case of Millennials and Generation Z. Numerous surveys and studies have shown that the majority in these generations prefer to be led not managed, and want to make a difference. Having a sense of purpose is hugely important to their loyalty.

 

Trust and Transparency

Having a crystal clear mission and company values also creates much-needed transparency and trust between management and employees, building accountability.

It tells potential employees who you are and what it would be like to work for you, so a powerful mission can attract high performers who share your passion.

Lastly, but of equal importance, the reputation of your business will only be enhanced by abiding by these key values and working towards that admirable end goal. Engaged employees who understand and buy into the culture of your business will be passionate about communicating it to customers and clients, boosting your reputation and enhancing customer satisfaction.

 

Setting Your Mission

As you can see, creating your business mission and company values should not be something you dash out in a 10 minute smoko break. They need careful consideration.

Your mission should drive your business. It is what you do – the core of the business – and from it comes the objectives and finally, what it takes to reach those objectives.  It should be something that aligns with your overall purpose. But most of all, it should be genuine. If you choose a mission that you feel you should have, rather than one that resonates, then it will not have the impact you want it to. So, select something that your business is passionate about.

If you are having some trouble developing the process around your company values or even the mission itself, then get in touch with us here at Spice HR. We can help you to get everything down on paper and then implemented within your team. Drop us a line today.