Wisconsin State SHRM Show Keynote (2010) - Family/Corporate Values
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The document discusses how company values often do not accurately reflect what is actually rewarded within organizations. While companies may espouse values like integrity, drive, and teamwork, surveys show that managers and high performers place more importance on values like ambition, innovation, and execution. As a result, stated company values are "dead on arrival" when it comes to recruiting, performance reviews, and succession planning if they do not align with how people are actually hired, rewarded, and dismissed. For HR professionals, the key is to identify the real values that differentiate top talent and ensure recruiting, compensation, and other policies reflect those true determining factors of success within the organization.
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Wisconsin State SHRM Show Keynote (2010) - Family/Corporate Values
- 1. FAMILY CORPORATE VALUES and TALENT The only way to show you care is to ask for the values that are real…
- 3. FAMILY CORPORATE VALUES and TALENT The only way to show you care is to ask for the values that are real…
- 4. What Am I Talking About Today?
- 7. Also known as behaviors, pillars and competencies..
- 8. …That Companies Care Enough to include In:
- 9. recruiting
- 10. Performance
- 11. Succession
- 23. Back in the day, we didn’t worry about common values in the workforce
- 27. It was nice while it lasted. S#%# Happens…
- 33. As a result, company values don’t mean as much today
- 34. Where do Company Values Play in the Biz World? always collateral maybe recruit-perform-succession
- 35. collateral
- 36. recruiting?
- 37. Performance?
- 38. Succession?
- 39. Why the……
- 40. REALITY
- 41. If company values don’t represent how people get rewarded, they are DEAD ON ARRIVAL in their use in recruiting, performance and succession…
- 44. REAL LIFE EXAMPLES Re: How Values Reflect Rewards
- 48. Quiz time
- 49. ze showdown 400 employees 300 managers 100 companies
- 50. Integrity Drive Teamwork Ambition Communication Innovation Competitor High Energy Execution Smart
- 51. TAKE 1: Identify the top 4 corporate values selected by a sample of 100 companies…
- 52. Integrity Drive Teamwork Ambition Communication Innovation Competitor High Energy Execution Smart
- 53. Integrity Drive Teamwork Ambition Communication Innovation Competitor High Energy Execution Smart
- 54. TAKE 2: Identify the top 4 corporate values preferred by a sample of 300 employees…
- 55. Integrity Drive Teamwork Ambition Communication Innovation Competitor High Energy Execution Smart
- 57. TAKE 3: Identify the top 4 corporate values preferred by a sample of 300 managers…
- 58. Integrity Drive Teamwork Ambition Communication Innovation Competitor High Energy Execution Smart
- 60. TAKE 4: Identify the top 4 corporate values preferred by a sample of 50 High Performers..
- 61. Integrity Drive Teamwork Ambition Communication Innovation Competitor High Energy Execution Smart
- 65. Companies create value sets that are consistent and expected…
- 66. Integrity Drive Teamwork Ambition Communication Innovation Competitor High Energy Execution Smart
- 67. Those values are expected by the masses…
- 68. BUT
- 69. Companies create value sets that aren’t valued or used by managers or high performers…
- 72. Which means
- 73. =Dead on Arrival
- 74. Used in…
- 77. Want Some Case Studies to Look At?
- 82. So what’s that mean for a HR Pro?
- 83. Assume any matching work you do on soft values is BS…
- 86. Values Need to Reflect How…
- 87. You HIRE You REWARD You FIRE
- 91. Differentiation = Identifying the real Values and Stacking Candidates/employees accordingly
- 93. Top Mean Questions.. (to get at factors/values that matter) 1. What two things do your top performers have that average players don’t? (stars) 2. If you could fire three people today, who would it be and why? (wish list and why) 3. What do you have that you wish your direct reports had more of? (ego) 4. Other than skills, what do your current recruiters suck at filtering for? (gaps)
- 95. OR