How do you foster a culture of feedback and learning based on the company's values?

Onboarding is a crucial process to introduce new hires to your company's values, culture, and expectations. But how do you ensure that those values are not forgotten or ignored after the initial orientation? How do you foster a culture of feedback and learning based on the company's values? In this article, we will share some tips and best practices to reinforce values after onboarding and create a positive and productive work environment.

1 Align goals and values

One of the first steps to reinforce values after onboarding is to align the goals and objectives of each employee with the company's values and mission. This means that you should communicate clearly and regularly how their work contributes to the bigger picture and why it matters. You should also provide them with specific and measurable indicators of success that reflect the values you want to promote. For example, if one of your values is innovation, you could set goals that encourage creativity, experimentation, and risk-taking.

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Bez Rengifo

Talent Acquisition Maximizer: Executive Search, Recruitment & Staffing in Healthcare, Physician Practice Groups, AI/Tech & Government Contracting | Career Coach | Human Resources Consulting | Rotarian | Taco Lover🌮
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Onboarding employees and setting the tone are important early on as it relates to aligning goals and values. However, the first activity to set the tone would be to start with the Mission & Values of the organization. 1) Do this by having an all-day orientation where leaders talk to all new employees hired that month on one day. 2) This paints the bigger picture of WHY this matters. 3) Good bosses provide measurable KPIs to new team members and they do this on a regularly scheduled basis that aligns with the values of the organization. The best person to lead this effort should be the CEO of your company. Moving the needle requires the top leader to model the way. Modeling the way is how other leaders follow the leader.

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2 Provide feedback and recognition

Another way to reinforce values after onboarding is to provide frequent and constructive feedback and recognition to your employees. Feedback is essential to help them improve their performance, identify their strengths and weaknesses, and learn from their mistakes. Recognition is equally important to motivate them, appreciate their efforts, and celebrate their achievements. Both feedback and recognition should be based on the company's values and highlight how the employees demonstrate them in their work. For example, if one of your values is collaboration, you could give feedback and recognition that emphasize teamwork, cooperation, and mutual support.

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Kimberly Northup, SPHR

Talent & Performance Principal Consultant
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First, remember that many people aren't used to asking for or giving feedback, so it's a "comfort shift" for many. Recognition feels good, so a well-designed program can take off. Feedback - not so much. So be intentional about both. The more we link recognition and feedback, the better. Leaders should do both to model behavior. Provide a mechanism where employees can give and receive recognition and feedback to each other. Studies show 65% of workers feel their peers know more about their work than their managers, so don't rely on JUST manager input. When feedback flows in a company, it increases sense of belonging and employee eNPS. Your system should allow every piece of feedback and recognition to be "tagged" to a company value.

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3 Encourage learning and development

A third way to reinforce values after onboarding is to encourage learning and development opportunities for your employees. Learning and development are not only beneficial for their personal and professional growth, but also for reinforcing the company's values and culture. By offering them training, coaching, mentoring, and other resources, you can help them acquire new skills, knowledge, and perspectives that align with the values you want to instill. For example, if one of your values is diversity, you could offer them training on cultural awareness, inclusion, and bias.

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4 Model values and behaviors

A fourth way to reinforce values after onboarding is to model the values and behaviors you expect from your employees. As a leader, you have a significant influence on the culture and climate of your organization. Your actions, words, and decisions set the tone and the example for your employees. Therefore, you should always act in accordance with the company's values and demonstrate them in your daily interactions. For example, if one of your values is integrity, you should be honest, transparent, and accountable for your actions and outcomes.

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5 Involve employees in value-related activities

A fifth way to reinforce values after onboarding is to involve your employees in value-related activities and initiatives. These could be internal or external events, projects, or programs that showcase and promote the company's values and culture. By involving your employees in these activities, you can help them feel more connected, engaged, and proud of being part of the organization. You can also create opportunities for them to interact with other employees, customers, or stakeholders who share the same values. For example, if one of your values is social responsibility, you could involve your employees in volunteering, fundraising, or donating to a cause that aligns with your mission.

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6 Solicit feedback and suggestions

A sixth way to reinforce values after onboarding is to solicit feedback and suggestions from your employees. Feedback is not only a one-way street, but also a two-way dialogue. By asking your employees for their opinions, ideas, and concerns, you can show them that you value their input and perspective. You can also use their feedback and suggestions to improve your onboarding process, your value communication, and your value alignment. For example, if one of your values is customer satisfaction, you could ask your employees for their feedback and suggestions on how to improve the quality of your products or services.

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Lindsay Mattes, SHRM-SCP, SPHR, (she/her)

TEDx Editor's Pick Speaker ✨| Bestselling Author🌟 | President/Founder of Kinder HR 🌿 | The Future of Human Relations | #kinderHR #Leadership #Empowerment #dontbeadick
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An important piece of solicitating feedback, is to respond to the feedback. Make sure when you ask for the feedback you are open and ready to receive it. You don't have to agree, but if you are building a culture of trust and transparency, you need to follow up on the feedback. Remember, asking isn't enough, acting is required as well.

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Stephanie Moore

Senior Talent Acquisition Business Partner | Aspirational Cake Baker
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In my experience, this has proven to be a great way to set the tone of the relationship. Asking for your employees feedback or concerns embraces a level of humility and vulnerability which would in turn allow the development of a mutual trust. It builds the foundation of a "one team" mentality, fosters brainstorming and creativity, and makes space for inclusion and belonging.

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How do you foster a culture of feedback and learning based on the company's values?

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1 Align goals and values

2 Provide feedback and recognition

3 Encourage learning and development

4 Model values and behaviors

5 Involve employees in value-related activities

6 Solicit feedback and suggestions

Onboarding

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