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Developing internal values

Olivia Olivarius

Hi.

I work with an SME which hasn't really had much HR input in recent years. There has been a divide between some departments recently and I am working to try and break down the barriers.

I would like to engage with our staff to develop an internal organisational vision and values so we have a common purpose and recognised way of working. I have engaged some staff in a working group to help with this. However, I need to have wider input to involve all of our people. Can anyone recommend good questions to ask to staff to get the information required to shape our vision and values? I was thinking 3-5 questions max.

Suggestions are:

- What is our company all about?

- What is our main purpose?

- Describe our company in 4 words

- How do we work together? / How do we want to work together?

- How do we get things done? / How do we want to get things done?

Any feedback / suggestions welcome!

Thanks for your help!

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  • I have seen many indeed most vision/values efforts (much beloved of HR) falter and ultimately fail because they don't address the real issues people are facing. The questions you outline will mostly go to values and actually if you look at most organisations values they aren't that different - many spend months and months and end up with 5/6 words that are pretty interchangeable with other organisations.

    I would definitely start with your Management team working with then to articulate a clear direction for the company. Personally I would ground this initially in 1-3 years rather than a more lofty vision statement. Something that's real, practical and will actually drive the short and medium term mind-sets of people.

    Use that then to role out some sessions with how can we achieve these goals over the next 1-3 years. How can my team contribute etc etc.
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  • I have seen many indeed most vision/values efforts (much beloved of HR) falter and ultimately fail because they don't address the real issues people are facing. The questions you outline will mostly go to values and actually if you look at most organisations values they aren't that different - many spend months and months and end up with 5/6 words that are pretty interchangeable with other organisations.

    I would definitely start with your Management team working with then to articulate a clear direction for the company. Personally I would ground this initially in 1-3 years rather than a more lofty vision statement. Something that's real, practical and will actually drive the short and medium term mind-sets of people.

    Use that then to role out some sessions with how can we achieve these goals over the next 1-3 years. How can my team contribute etc etc.
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