You cannot achieve happiness for your stakeholders in an organization unless everyone understands the rules of the engagement and there is a crime and punishment system for rules violations. You simply will not achieve a civilized culture without this element.
So what is the purpose of an organizational value statement?
1. To define what you stand for &
2. To define what you won’t stand for
These should be two different lists and should have punishments that fit the crime for violators.
The rules contained in the “what you won’t stand for” group would be the table stakes of being part of the organization or value chain for the end customer. These are things like honesty, integrity, ethics, etc.
If employees or downstream vendors violate these rules, the consequence must be immediate termination. The termination should be compassionate and directed at the rules violation and not at the person involved. Severance etc needs to be determined by the exact facts and circumstances.
Violations of the “what you want to stand” for rules again need to be handled on a facts and circumstances basis. However, as a general rule, this should be more of a “three strikes and your out” type of scenario with plenty of training, coaching and mentoring during the process of remediation.
Examples of these “what you want to stand for “values are: determination, persistence, competitive greatness, teamwork, etc.
The following is a list of key words and values from Buddha’s teaching:
· Goodwill
· Compassion
· Sympathy
· Kindness
· Confidence
· Diligence
· Sincerity
· Wisdom
· Respect
· Reverence
· Meditation
· Thrifty
· Frugal
· Endurance
· Enlightenment
· Fellowship
· Cause & Effect
· Mind Control
· Grasping & Attachments
· Endeavor
· Faith
· Modesty
· Humbleness
· Offering
What does your organization value? We would love to hear from you!
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