Tips for Implementation of Values-Driven Recognition

1. Define and Articulate Values: Clearly define and communicate the Business’ core values to all employees. Ensure that these values are easily accessible and understood by everyone.
   ‍
2. Align Recognition with Values: When providing praise or recognition, explicitly connect the employee's actions or achievements to specific organisational values. Highlight how their behaviour aligns with the company's ethos.
   ‍
3. Integrate Values into Feedback: Incorporate values-based feedback into performance reviews and one-on-one meetings. Use specific examples to illustrate how the employee's behaviour aligns with or deviates from the organisation's values.
   ‍
4. Utilise Employee Feedback Software: Leverage employee feedback software to streamline collecting, analysing, and sharing values-based feedback. This technology can facilitate open communication and enhance the feedback process.
   ‍
5. Create a Culture of Continuous Learning: Encourage employees to seek feedback and actively participate in values-driven discussions. Provide opportunities for continuous learning and development around the organisation's values.

‍

Examples of Organisational values

Company value lists can vary widely from one organisation to another; here are some common examples of organisational values: Integrity, Customer-Centricity, Innovation, Teamwork, Quality, Diversity and Inclusion, Respect, Responsibility, Sustainability, Inclusivity, Continuous Learning, Adaptability, Empowerment, Community Engagement, and profitability. 

‍

Setting up Organisational values in Beam

On Beam, it's simple to add your organisational values to your workspace. These values can be used as tags when giving feedback or praise to highlight the specific behaviour you want to encourage. Also, values can be used in culture and competence reviews (performance reviews), where employees can be assessed based on how much they show or exhibit the company values. 

‍

To incorporate organisational values into your Beam workspace, follow these simple steps:

Start by clicking on the logo icon located on the Homepage to reveal a dropdown menu. From the dropdown menu, select "Workspace settings."

‍

‍

On the Workspace settings page, you'll find a left-side navigation menu. Click on "Values" to access the Values page.

‍

‍

Within the Values page, list the values you wish to include. To add more values, click the "add new value" button to provide an additional text area for input values.

‍

‍

Once you have finished inputting your values, click "Save" to finalise the setup process. If needed, you can always modify values that have been previously added by clicking the three-dot icon.

‍

Implementing value-based recognition and feedback 

After configuring values within Beam, users can utilise them to give praise and feedback. To accomplish this, managers and employees can navigate to the feedback page, click the "Create" button, and choose "Write Praise."

‍

On the praise page, users can designate the recipient of the praise, specify the subject of the commendation, and then proceed to compose the praise message. Subsequently, in the "Give praise on what values" section, users can reveal a dropdown menu containing the available values and select one or more values that apply.

‍

‍

Once these steps are finished, users can click the "send praise" button to finalise the process.

‍

Embedding value-based feedback in the workplace

Integrating value-based feedback into the workplace can be achieved through various methods. These include:
‍

Public Recognition: Shining a Spotlight on Valued Actions

Publicly acknowledge and celebrate employees who consistently demonstrate the organisation's values. This could be company-wide announcements, employee spotlights in newsletters, or recognition on internal communication platforms. By highlighting exemplary behaviour, organisations clearly message what is valued and encourage others to follow suit.
‍

Peer Recognition: Fostering a Culture of Mutual Appreciation

Encourage employees to recognise their colleagues for embodying the company's values. This can be done through informal praise, peer-to-peer nominations for recognition programs, or dedicated channels for exchanging appreciation. By creating opportunities for employees to recognise each other, organisations foster a supportive and collaborative work environment where values are espoused and actively practised.
‍

Reinforcing Values through Constructive Guidance

When providing feedback, explicitly link it to the organisation's values. For instance, if an employee demonstrates exceptional teamwork, highlight how their actions embody the value of collaboration. This approach provides specific and actionable feedback and reinforces the importance of the company's values in everyday work.
‍

Reinforcing organisational values is achieved through consistently aligning praise, recognition, and feedback with those values. Employee feedback software like Beam simplifies this process, allowing managers to effortlessly send feedback requests, eliminating the need for convoluted email threads or cumbersome spreadsheets.
‍

Conclusion

Beam’s streamlined system provides valuable guidance during the feedback process through sentiment analysis, helping to uncover positive sentiments that highlight strengths and leverage them effectively. Additionally, negative sentiments are pinpointed, indicating areas for improvement that can be proactively addressed. Sharing praise based on values on a public wall fosters a culture of recognition and inspiration, enhancing employee engagement and morale and contributing to long-term organisational success.

‍

FAQs

How can the effectiveness of values-based feedback on employee performance be measured?

Measuring the effectiveness of values-based feedback on employee performance involves tracking key performance indicators (KPIs) before and after implementing values-driven feedback mechanisms. Organisations might look at changes in employee engagement scores, retention rates, productivity metrics, and employee satisfaction surveys to gauge impact. Additionally, qualitative feedback from employees during performance reviews can provide insights into how value alignment influences their motivation and job satisfaction.

‍

Does the integration of values in feedback differ by industry or company size?

The approach to integrating values in feedback may vary by industry or company size. Larger organisations or those in highly regulated industries might need formal processes and structured training programs to ensure consistency and compliance. Smaller companies or those in more dynamic sectors might adopt a more flexible, informal approach, emphasising direct communication and team discussions.

How can values-driven feedback avoid creating a competitive instead of a collaborative culture?

Organisations should emphasise team achievements and collaborative goals in their recognition programs to ensure that values-driven feedback fosters collaboration rather than competition. Feedback should celebrate how individuals contribute to team success and the organisation's values rather than solely focusing on individual accomplishments. This approach encourages a culture of mutual support and shared success.

‍

What is the role of leadership in embedding values in feedback, and how can leaders be trained?

Leadership is crucial in successfully integrating organisational values into the praise and feedback process. Leaders must model the behaviour they wish to see, provide feedback aligned with organisational values, and recognise those who exemplify them. Leader training should focus on developing emotional intelligence, practical communication skills, and understanding how to align feedback with organisational values. By leading by example, leaders can inspire their teams to embrace and reflect the organisation's values in their daily work.