3 Steps to Evaluating Your Employees' Values

3 Steps to Evaluating Your Employees' Values
From Recruiter - October 7, 2017

Performance reviews are meant to show the progress of employees toward their goals, but this isnt the only facet of employee performance you should consider when evaluating employees. To truly understand how your employees rank as performers, you also need to understand how their values align with the companys.

The reality iswhenemployees dont alignwith your company values, theyre likely to become dysfunctional, self-segregated workers.

Want to stop that from happening and get the rundown on what your employees really value? Heres how to evaluate your employees values against your companys:

1. Determine and Communicate Your Own Values

First and foremost, before you can evaluate the values of others, you have to understand your own. You may already know the values your company holds dear, but do you know how those values relate to your employees? Communicate your values in a way employees can understandand apply to their ownroles.

When reviewing an employees performance, be sure to investigate how they embody company valuesor fail to do so. Ask yourself questions like, Does this employee bring integrity to the workplace? and Are they kind in how they interact with others? These questions will help you get a clearer picture of how well an employees matches up with the organizations values.

It is important to recognize that not all company values are appropriate to evaluate during performance reviews. If you do decide to include certainvalues that may be hard to rate, dont leave judgments up to your gut. First, create an explanation of what a good and a bad rating would look like. Then, you can assess employees based on how closely their behaviors match the descriptions.

Creating systems and protocols for evaluating toassess value alignment is not only beneficial to you as a manager, but also to your employees themselves. Employees who know and understand their companys values are 51 times more likely to be fully engaged than those who do not.

2. Handle Violations


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