We like to share company values with new team members in a special way. During orientation, we tell real stories from our business. We show how values guide our daily work and choices. It helps new people understand how values matter in real life. They see values in action. They see how values shape our place and practices. This storytelling makes values feel real and easy to remember from the beginning.
An impactful method we've implemented to communicate our company values to new hires during their orientation involves an immersive, interactive cybersecurity simulation experience. This engaging exercise not only introduces them to the critical importance of our work in protecting digital assets but also embodies our core values of diligence, innovation, and teamwork. It's a dynamic way to highlight the real-world applications of our values and the critical roles they play in our mission, fostering a deep, personal connection to our work and ethos from day one.
At Connective Web Design, we've made our onboarding process better by pairing each new team member with a mentor. This mentor helps them with questions and guides them through using tools like Asana, Slack, and Google Drive, especially since we work remotely. Here's why it's great: How It Works: New hires get personalized support from a mentor who teaches them not only how to use tools but also why our processes are important. Mentors cover everything from setting up projects to communicating effectively. Why It Matters: This approach helps newbies feel at home quickly, easing the transition to remote work. It also builds personal connections and supports our culture of teamwork. Plus, it boosts efficiency and fits our company values. By involving new hires in our culture from day one, we ensure they're not just learning but actively engaging with our values. This has made our onboarding smoother and strengthened our team's alignment with our values.
Having a recent joiner, somewhere between 6 months to a year, explain those values to them and their own experience in working with the company thus far. New joiners have, and likely always will, trust this a lot more than something delivered by an HR rep or executive and I highly recommend it to any business that has a steady pipeline of new joiners that are actually enjoying their time at your organization. Pair them up with an onboarding buddy, give them some basic training and let them explain the lay of the land. The caveat is, of course, that you have to actually practice what you preach when it comes to your values.
One impactful method I've utilized to communicate company values to new hires during their orientation involves integrating our values into a hands-on community service project. This approach goes beyond traditional presentations and discussions, allowing new employees to actively experience and live out the company values from day one. For example, at CodeDesign, we value community engagement and teamwork. During orientation, we organize a day where new hires participate in a local community service project. This could involve helping at a food bank, cleaning up a local park, or assisting in a community center. By working together on these projects, new hires not only learn about our commitment to the community and teamwork in a direct and meaningful way, but they also build bonds with their colleagues right away. This method has proven to be incredibly effective. Not only does it reinforce our values in a practical and memorable manner, but it also sets a precedent for what new employees can expect and strive for in their own work and interactions. It demonstrates that our values are not just words on a website or poster; they are actions we live by every day. This experience helps to foster a sense of belonging and purpose among new hires, deeply integrating them into the company culture from the outset.
First and foremost, employees are exposed to our core values long before their new hire onboarding. Our values are clearly communicated on our website and we integrate those values into the interview process. We assign core competencies to our values, which allows us to ask behavioral interview questions that align with understanding if someone will be able to demonstrate our core values in their day to day work. For example, we assigned the core competency of "Ensures Accountability" to our one core value of Own It. We ask questions that invite job seekers to speak of their past experiences when they've held themselves or others accountable, which helps us better predict if they will do the same in a job with us. Based on their response, we can ascertain if they will be able to demonstrate Own It if they come work for us. Furthermore, as part of their onboarding, every new hire receives a copy of the book "Extreme Ownership" by Jocko Willink and Leif Basin. Since it is the foundation of our Own It value, it helps new hires understand the why behind one of our values. We also sign the book, welcoming the new team member into the team. That's just one way we've fully integrated our core values into employee lifecycle processes.
By showing, not telling. I don't really think reading off a list of company values has ever been impactful, regardless of how good those values are, without a concrete example (or several, preferably) where those values were put into practice. Having each value tied to a specific action by either the company or the employees has a great deal more weight and gives a more realistic example of what new employees should expect when it comes to walking the talk.
As a recruiter, I've noticed that HR is behind the curve when the job posting doesn't mention culture. Communicating company values to new hires is something best done early on, and that's why I advise for its inclusion in first draft hiring specs. When company values are established from the start, candidates have time to adjust, and come into orientation prepared. Protocols and strategies are expected and well-received. So, if you're only bringing up company values during orientation, you might find you've begun too late. Don't make it an afterthought, and employees will reciprocate.
One impactful method we've employed to communicate company values to new hires during their orientation is through immersive storytelling. I personally take the time to share stories about the origins of our company, highlighting key moments that define our culture and ethos. These stories not only convey the history and vision of our enterprise but also illustrate the behaviors and attitudes that have contributed to our success. Additionally, we pair new hires with mentors who embody our company's values. This mentorship approach allows new team members to observe and interact with exemplars of our corporate culture in their daily activities. This practical exposure complements the theoretical framework provided in orientation sessions and helps new employees see the real-world application of our values. This strategy has proven effective in helping new team members understand and integrate into our culture quickly and deeply. It encourages a sense of belonging and commitment from the start, aligning new hires with our mission and values from day one.
One impactful method I've used to instill company values in new hires is through storytelling, specifically sharing real-life customer success stories where our values directly influenced outcomes. This approach not only illustrates our values in action but also connects emotionally with new team members, making the concepts more memorable. I lead by example, demonstrating how decisions made based on these values have led to both personal and company growth. I make it interactive by encouraging new hires to discuss how they've applied similar values in their past roles or how they see themselves embodying these values in their work with us. This personalized and engaging method helps to embed a deep understanding and commitment to our values from day one. Sharing feedback from long-term employees and customers further highlights the tangible impact of our values on the business's success and fosters a sense of belonging and purpose from the start. It's about making our values live through stories, discussions, and real examples, not just words on a page.
Founder & CEO at PRLab
Answered 2 years ago
An impactful way we communicate our company values to new hires during their orientation is by linking their initial assignments directly to these values. For instance, when a new employee is given their first project, we take the time to explain how this task aligns with our organization’s mission and embodies our core values. This approach not only makes the values tangible for the new hires but also demonstrates how their work contributes to larger company goals from day one. This method fosters a deep, personal connection with our values right at the start of their journey with us.
Storytelling Sessions We can organise storytelling sessions at orientation, during which seasoned employees offer anecdotes about how the company values their presence. Hearing real-life examples can create a powerful connection for new hires, making abstract values tangible. We also encourage interactive discussions, letting new hires ask questions and relate personal experiences. This allows us to develop a sense of belonging and aligns everyone with our company’s ethos from day one. These sessions set the tone for a culture where values aren’t just words on a wall but necessary for everyday operations, driving collective success.
During orientation, we introduce new hires to dasFlow's values by giving them a custom-designed apparel kit. Each piece of the kit symbolizes one of our core values, such as sustainability, quality, and innovation. This tangible representation of our principles not only makes a memorable first impression but also serves as a daily reminder of what we stand for when they wear their gear.
One inventive approach we use is 'Values Reality TV' where new hires create and feature in their mini-shows, each episode encapsulating a core company value like 'Innovation' or 'Teamwork.' Whether they choose to do a tech challenge, brainstorming session, or coding collaboration, they must illustrate how they live out our values. Their show is then shared with the team, adding an element of peer learning. This drives our values right from the start, in a fun yet highly impactful manner.
Here's an impactful way I've communicated company values to new hires: Interactive Scenario-Based Training: Instead of a dry presentation, I created interactive workshops. New hires are presented with realistic work scenarios that might challenge a company's value (e.g., prioritizing speed over quality). In groups, they brainstorm solutions and discuss how each aligns with the company's values. This active learning approach makes the values relatable and memorable. New hires see how the values translate into everyday decision-making, fostering a deeper understanding and commitment from the start.
We conduct interactive storytelling sessions for new hires. Rather than simply presenting a list of values, we engage new employees by sharing real-life stories and examples that increase each value in action. These stories may feature employees who went above and beyond to help the company values or instances where the values guided decision-making and behavior within the organization. By wrapping the values in relatable narratives, new hires gain a deeper understanding of how the values are lived out in the day-to-day operations of the company. This approach not only makes the values more memorable but also fosters a sense of connection and alignment. It indicates a strong connection with the company culture from the very first day of the employee.
During new hire orientation, we invited long-time employees to share personal anecdotes or examples of how the company's values have guided decision-making, shaped company culture, or influenced the way employees interact with each other and with customers. These stories can highlight moments where employees went above and beyond to uphold the values, or instances where the values were put to the test and ultimately prevailed.
There are many ways to communicate company values to new hires during their orientation. One impactful way that I have found is through interactive activities.Interactive activities can take many forms, such as role-playing scenarios or team-building exercises. These activities not only allow new hires to get a better understanding of the company's values and culture, but also provide them with hands-on experience in applying these values in real-life situations.For example, a role-playing scenario could involve placing new hires in a hypothetical situation where they have to make a decision based on the company's values. This can be followed by group discussions and feedback sessions, allowing for open communication and reflection on the importance of upholding these values.Team-building exercises can also be used to communicate company values. By working together on a common goal or task, new hires can see firsthand how collaboration and teamwork are valued within the company. These activities also foster a sense of camaraderie and help build relationships among new hires.In addition to these interactive activities, incorporating company values into presentations and materials during orientation is also important. This ensures that new hires have a solid understanding of the values and their significance within the company.
One impactful method we use at JetLevel Aviation to communicate company values to new hires is through interactive workshops during their orientation. These sessions involve role-playing scenarios that reflect real-life situations where employees must apply our core values such as integrity, customer service, and excellence. This hands-on approach helps new hires internalize the values by actively engaging with them, ensuring these principles are clearly understood and effectively integrated into their day-to-day actions and decision-making processes from the start.
One impactful way I've communicated company values to new hires during their orientation is by incorporating interactive storytelling sessions. Instead of simply presenting a list of company values or policies, I create an engaging narrative that brings those values to life. I share real-life examples and anecdotes that demonstrate how our values have influenced decision-making, shaped our culture, and impacted our success. By weaving these stories into the orientation process, new hires can better understand the practical applications of the values within the context of our organization. This approach not only helps them connect emotionally with our values but also fosters a sense of belonging and alignment with our company culture from the very beginning.