By holding people accountable for both performance and values, you increase the frequency of desired performance and desired values.
Especially on a first job, a new employee can make mistakes or gaffes and may find it hard to understand and interpret the ambiguous reactions of coworkers. Just as candidates are looking for places where they will fit in, companies are also looking for people who will fit into their current corporate culture.
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Organizational culture determines what types of people are hired by an organization and what types are left out. Tactics that can be used to promote a positive culture are establishing and promoting open and effective communication between management and employees and by establishing positive authority through reward, referent and expert power.
Employees have good relationships with management that are based on trust. This understanding and confidence in turn translate into more effective new employees who perform better and have higher job satisfaction, stronger organizational commitment, and longer tenure within the company.
It says to the employee that you care. People, in general, need recognition and to feel appreciated more than once a year at the Christmas party.
Only Senior Leaders Can Modify Their Organization's Culture Joe in accounting is a great guy who is always friendly, kind, and fair, but his behavior is not enough to change the organization's overall culture. In fact, some mission statements reflect who the company wants to be as opposed to who they actually are.
As you can see, this story does a great job of describing the core values of a 3M employee: Being innovative by finding unexpected uses for objects, persevering, and being proactive in the face of negative feedback. Restorying a culture of ethical and spiritual values: A role for leader storytelling.