Does Your Future Employer Share Your Values

Importance of Shared Values in the Workplace

Must a potential employer share your values?

The answer is “Yes.”

Many employees are becoming more selective about job offers, thanks to labor shortages and the increase in hybrid work. If you’re part of the Great Resignation or just considering your options, this may be an ideal time to find an employer share your values.  Even if you’re currently working, it’s important that your employer share your values.

Employer share your values

A cultural fit with your prospective employer has been a standard part of career advice for years.  That’s because satisfaction at work usually means thinking about more than your salary. After all, you’re more likely to feel fulfilled if you support your company’s mission and practices.

In fact. more than 9 out of 10 adults are willing to earn less money in order to do meaningful work, according to a report by Harvard Business Review.

Figure out your priorities and use them to plot your career path including the next position you accept.

How to Identify Your Personal Values:
  1. Be authentic. Work values vary greatly from one individual to another. You might yearn for a chance to travel the world while someone else wants more time at home to devote to their family or hobbies. Listen to your heart instead of trying to conform to external expectations.
  2. Make a list. If you search online for core values, you’ll find lots of tools to help you get started. Pick out the words and phrases that resonate with you.
  3. Create categories. On the other hand, you may feel overwhelmed by too many choices. Sort your priorities into similar groups to help organize the process.
  4. Review your experiences. Take some time to reflect on the kinds of situations that energize or drain you. Previous jobs or volunteer work might give you ideas for what you want out of life.
  5. Imagine your dream job. In the real world, any position has some trade-offs. However, visualizing can help you clarify your goals.
  6. Take some tests. Personality tests can be another resource. Take them online or work with an employment coach who may give you more insights into interpreting the results.
  7. Ask for feedback. Input from family, friends, and coworkers can be valuable. Listen with an open mind to discover issues that you may be overlooking or areas where your choices seem out of alignment with your stated values.
How to Find if an Employer Share Your Values in Your Job Search:

There are really three steps in the process of discovering whether your personal values are consistent with the values of potential employers.  These will be summarized at the end of the article.

1. Do your research

Take a deep look at any prospective employer. Read press releases and blog posts.  Scour news stories to learn about their leadership and community activities. Check websites like Glassdoor to browse through reviews of the new employer from current and former employees.

2. Talk with others

Network to find if potential employer shares your values

Once you’ve gathered some background information, you can reach out to your network contacts and try to find referrals to anyone familiar with the companies that interest you. That way you can ask pertinent questions and confirm your impressions.  That will help avoid wasted time and search effort.

3. Follow social media

Facebook and other platforms let you see what companies say about themselves and the kind of image they want to maintain. You can also gain insights into how they interact with customers and other stakeholders.

4. Broaden your sights

Large firms use PR firms to build a socially responsible image. However, smaller employers can have a positive impact, too. You might find promising opportunities anywhere.

5. Discuss the mission

Use job interviews and other conversations to learn more about a company’s mission statement. Find out how it was developed and how it guides their decision making. For example, how is it communicated to different employees, candidates, suppliers, etc.  And how does it tie into employees’ performance evaluations?

Finding an employer shares your values can take some time and thought. However, the results are worth it. Feeling like you belong can make your work life less stressful and more rewarding.

Less workplace stress if employer shares your values

Flexicrew Support

Check out our previous blog post to learn how we support job searchers. Learn how the Flexicrew team can help you find the ideal employer that matches your values and reaches your goals. Flexicrew supports job seekers looking to match their values

Remember to feel certain that an employer shares your values from the get-go takes 3 steps: First,  understand your own values; second, inquire about the employer’s values in the interview; and third, make a judgement whether  your values match those of the prospective employer.

Get Ready for 2021 with Leadership Principles

Article originally appeared in SmartBrief December 8, 2020 by Denise Lee Yohn

Leadership will be critical in the year to come, as you navigate uncertainty, fierce competition and resource constraints. One way to get your organization ready for these challenges is to establish leadership principles for your organization.

leadership inspires

Leadership principles are like core values specifically for the leaders in your company, and they should be memorable, meaningful, coherent with other expectations and unique.

Now is the time to lay the foundation for a successful year. One way to do that is to establish leadership principles for your organization.

Leadership principles are like core values specifically for the leaders in your company. And they’re more important now than ever before, since leadership ability is critical when operating in times of uncertainty, fierce competition or resource constraints — or all of the above, as the case is for most of us today.

Some companies operate under the premise that everyone is a leader, so they use one set of values for the entire company and provide training or target messaging about them to their leaders. But I recommend developing principles specifically for the leaders in your organization, since their roles and responsibilities require distinct attitudes and behaviors. Plus, explicit leadership principles will facilitate greater alignment among your leaders.

In setting leadership principles, Camille Inge, a consultant at the Neuroleadership Institute, recommends three criteria:

  1. They should be sticky. Meaning, leaders can remember them.
  2. They should be meaningful. Leaders should care about them, presumably because they enable them to do their jobs better.
  3. They should be coherent. Leaders should see that the principles fit with what they’re asked to do. They can’t be disconnected from the goals they’re expected to achieve or the priorities they’ve been given.

I would add one more requirement: Your leadership principles should be unique. If you use generic platitudes, they will be meaningless. Your leadership principles should define the unique ways your leaders should think and act to achieve the unique goals of your organization.

For example, one of Amazon’s leadership principles is “Frugality.” The company explains frugality by saying “Accomplish more with less. Constraints breed resourcefulness, self-sufficiency and invention.” You can see how this distinctive principle is in part why Amazon is able to offer such low prices.

Or consider how the Marine Corps uses the leadership principle “Employ your command within its capabilities.” They elaborate on this with the instructions, “Have a thorough knowledge of the tactical and technical capabilities. Seek out challenging tasks for your unit, but be sure that your unit is prepared.” It’s a unique principle for a unique organization.

I also like the Marine Corps example because it shows how your leadership principles need to be fleshed out with definitions and examples. At the Neuroleadership Institute’s 2020 summit, a representative from a public utility company explained how her organization made their leadership principles explicit.

For the principle “Create clarity,” they provided a definition – “Ensure shared understanding of what needs to be achieved.” And they included a sample behavior: “Before I talk about the ‘what’ of a change or task, I will create clarity by starting with the ‘why.’”

Once you’ve articulated your leadership principles, you should provide training on them just as you would for leadership skills. And make them part of your performance review and planning process for leaders, so they have real impact.

Now is the perfect time to get ready for 2021 with leadership principles.