In this presentation, At Your Core will guide people leaders and culture advocates on how to institutionalize their company core values across the employee experience, strengthening both the culture and the business. We’ll share examples of how relevant values and supporting behaviors, reinforced at different stages of the employee experience, drive engagement. You will leave with an action plan for hiring, recognizing and connecting with employees that puts the values at the forefront.

1. Living your Values:
Tools to Enhance the
Employee Experience
Culture First
July 31, 2019

2. WHAT WE’LL COVER TODAY
1) why values matter
2) defining behaviors to make values actionable
3) reinforcing values across the employee experience
4) activity - put your values to work

3. a brief intro

5. 3 Activate
employee experience
MOJO
Define
values + behaviors
Uncover
key differentiators
1 2

6. why values
matter

7. values are a
code that
details “how”
to work
together
they should:
…feel aspirational and achievable
…guide decision making
...outline what’s expected and celebrated
…be authentic to your company

8. 80%
Source: IBM 2017 White Paper: Employee Experience Index
of employees felt more engaged when
their work was consistent with the core
values and mission of the organization

9. Companies that successfully drive
+25% higher share price
growth over 6 month period
Engagement
Source: Culture Amp

10. documenting
your values
is NOT enough

12. behaviors ensure
consistent
understanding
and make values
actionable

13. what’s more actionable?
INNOVATION vs. BE BOLD. FAIL FAST.
TEAMWORK vs. YES...AND
EXCELLENCE vs. CHALLENGE TO IMPROVE
Value Theme Behavior
TIP: avoid
confusion by
establishing
behaviors early on!

14. Value: Driven to Deliver
Deliver on all that’s asked
Inability to prioritize
Celebrate weekend work
Employee burnout
Communication breakdowns
Misguided Behaviors Cultural Impact
Business Impact
Sub-par execution
Not addressing “real” needs

15. what if we had actionable &
observable behaviors?

16. Value: Driven to Deliver
Start with Why
Bias for Action
Speak Up. Seek Clarity.
Bring Good Energy
Employees feel empowered
Leaders held accountable
Team energized
Guided Behaviors Cultural Impact
Business Impact
Higher impact launches
Improved product quality

17. defining behaviors:
you’re closer than
you think!

18. think of a story that best
exemplifies one of your values

19. Care, From the
Inside Out
Committed
to Growth
Open Hearts
and Minds
Build
Connections

20. Care, From the
Inside Out
Committed
to Growth
Open Hearts
and Minds
○ Share the Load
○ Reach Out Early & Often
○ Set Boundaries
○ Meet People Where They’re At
○ Assume Good Intentions
○ Advocate
○ Reflect, Review & Go Again
○ Embrace Feedback
○ Learn, Always
Build
Connections
○ Listen Actively
○ Share our Stories
○ Welcome Levity

21. activation

22. Onboarding Development ModelingRecognitionHiring
Goals +
Reviews
Connection Offboarding
eight facets
of the
employee experience

23. Offboarding
VALUE: GROWTH MINDSET
BEHAVIOR: STAY OPEN & AGILE
TACTIC: Interview Question: How have you shifted tactics mid-stream
when you realized something wasn’t working?
Listen For: How quick was response? How open was
candidate to trying something new? To getting ideas from
others?
Onboarding Development ModelingRecognitionHiring Goals +
Reviews
Connection

24. VALUE: BRING IT
BEHAVIOR: LEAN INTO STRENGTHS
TACTIC: New hire shares personal strengths during official
onboarding. Manager and People Team help build
career development plan based on these strengths.
OffboardingOnboarding Development ModelingRecognitionHiring Goals +
Reviews
Connection

25. VALUE: DIVERSITY OF THOUGHT
BEHAVIOR: INVITE PERSPECTIVES
TACTIC:
Offboarding
PMI (Plus, Minus and Interesting) Training to
encourage people who strongly favor or
oppose a particular idea to consider other
perspectives.
Onboarding Development ModelingRecognitionHiring Goals +
Reviews
Connection

26. VALUE: CARE, FROM THE INSIDE OUT
BEHAVIOR: *see table below*
TACTIC:
OffboardingOnboarding Development ModelingRecognitionHiring Goals +
Reviews
Connection
VALUE BEHAVIOR Always Sometimes Rarely Comments
CARE, FROM THE
INSIDE OUT
Reach Out, Early & Often
Share the Load
Set Boundaries
Build values/behaviors into review process

27. VALUE: BETTER TOGETHER
BEHAVIOR: REACH OUT. BUILD CONNECTIONS
TACTIC: Story: iOS Engineer reached out when he knew that the
Android team needed support. He dedicated hours to the
“other” team to ensure they hit their release deadline.
Recognition: Android Team shared the story and presented
him with a Quarterly Values Award.
OffboardingOnboarding Development ModelingRecognitionHiring Goals +
Reviews
Connection

28. VALUE: GOOD PEOPLE
BEHAVIOR: BE INCLUSIVE OF ALL
TACTIC: #wanna-come (slack channel) - post what an
individual/team is up to and invite others to join.
OffboardingOnboarding Development ModelingRecognitionHiring Goals +
Reviews
Connection

29. VALUE: CUSTOMER FIRST
BEHAVIOR: TAKE PRIDE IN QUALITY
TACTIC: CEO makes hard decision to hold off on product
launch at 11th hour when testing indicates
potential for consumer dissatisfaction.
OffboardingOnboarding Development ModelingRecognitionHiring Goals +
Reviews
Connection

30. VALUE: TEAMWORK MAKES THE DREAMWORK
BEHAVIOR: EXPRESS GRATITUDE
TACTIC: Created an “alumni” group with bi-annual lunches
to connect, learn and share stories with former &
current employees.
OffboardingOnboarding Development ModelingRecognitionHiring Goals +
Reviews
Connection

31. ready to
workshop?

32. Define Your
Behaviors
Assignment: Make your
values actionable by
identifying specific
underlying behaviors.
Think of a story that best exemplifies
one of your company’s values.
Ask yourself the following:
● What was happening specifically?
● What behaviors did you observe?
● What behaviors are critical to your
cultural and business success?

33. Behaviors:
● Seek Inspiration
● Ask Questions
● Embrace Failure as Opportunity
● Share, Mentor, Motivate

34. Activation #1:
Hiring
Assignment: Create
interview questions to
screen for “Values Fit”
Start with the value & one of the
behaviors we just defined.
Draft an interview question.
Think about potential answers that
would demonstrate candidate’s
alignment with your company’s
values/behaviors.

35. Offboarding
VALUE: ALWAYS THE APPRENTICE
BEHAVIOR: SEEK INSPIRATION
TACTIC: Interview Question: What types of projects or activities get you
excited and why?
Listen For: Does candidate show genuine interest in
developing in work and non-work related areas?
Onboarding Development ModelingRecognitionHiring Goals +
Reviews
Connection

36. Activation #2:
Recognition
Assignment: Reinforce
your values/behaviors via
storytelling & recognition.
Share an example of an individual or
team (and outcomes) that exemplified
value/behavior when:
● Making a difficult business decision
● Working with a challenging team dynamic
● Interacting with a customer or consumer
Brainstorm: How can you highlight
these stories within your
organization?

37. VALUE: ALWAYS THE APPRENTICE
BEHAVIOR: SEEK INSPIRATION
TACTIC: Story: Cross-functional team proactively learned and applied a
3D design capability to a new segment, expanding services.
Recognition: Team recognized at company all hands and
rewarded with outing to a new SFMOMA design exhibit.
OffboardingOnboarding Development ModelingRecognitionHiring Goals +
Reviews
Connection

38. Patrick Lencioni
HBR, “Make Your Values Mean Something”
Values can
set a company apart from the competition
by clarifying its identity and
serving as a rallying point for employees.
“ “

39. live your values across the employee
experience to drive engagement

40. GET IN TOUCH
www.atyourcore.co
steph@atyourcore.co
anne@atyourcore.co