How to write values? Values are important to everyone. A person can't have a good life without correct values. In the workplace, you need to write how to write values.
How to write the landing of values 1 First, write from the anchor point. As the saying goes, "360 lines, each line is the best." We should be clear about our career orientation and definition, and treat our career with a correct attitude, no matter whether it is hot or unpopular, no matter whether the treatment is good or not.
Then, we should be clear about our professional values, start from our ideals and beliefs, and have a clear plan for our professional goals and ways to achieve them. Briefly describe your plan.
With ideals, we must have the courage to face reality. Proceed from reality, correctly analyze today's employment forms and workplace status. We should have a clear understanding of the needs of society and the realization of self-worth.
Explain how to deal with the relationship between professional values and money, hobbies, specialties and so on. Faced with the severe employment situation and complex social temptations, you can clarify your beliefs and face various choices.
The importance of values
Values, personal interests and specialties are the three most important factors that people need to consider when choosing a job. When determining values, we must consider whether they are in line with our own interests and specialties.
If a person is engaged in a job he doesn't like, 80% people will find it difficult to succeed in their chosen career; If you choose your favorite job, you can fully mobilize people's potential and get the source of career development. In addition, choosing the job you are good at will get twice the result with half the effort.
How to write the landing of values 2? How to realize values
After hard work and many investigations and discussions in the enterprise, the mission, vision and values of the enterprise have finally been refined, but so far these things are only known by top managers and middle managers. The next job is to implant them into the psychology of every employee, so that every employee can understand what they mean and become the criterion for employees' work actions.
Although the mission vision values are actually extracted from the daily business process of the enterprise, it is not easy to clearly imprint them in the hearts of employees. If the enterprise has not gone through a refining process or started from scratch, then this process will take a long time. In the whole import process, bosses, executives, backbones and department managers all play an important role, which may require them to take pains to talk about it.
The introduction of mission, vision and values needs to be carried out through the combination of company publicity and employee participation, and the combination of intense indoctrination and gentle infiltration. There are some ways to help enterprises introduce.
I. All-staff training or meetings
This is a powerful medicine, and all employees get together to instill ideas. This method has three purposes: the first is to build a dream to convince employees; The second is to explain what they represent; Third, the company will unswervingly practice its mission, vision and values.
Mission and vision are biased towards dreams and goals, and values are the criteria for action. Propagandists explain their dreams through their own experiences and examples. This career's contribution to society and its return to its own value have touched the hearts of employees and caused * * *.
Different propagandists have different effects. Bosses are the best, followed by core executives, core employees, and finally human resources managers and department managers. Many companies usually let human resources managers do publicity, while some companies only do assistance. But in fact, if it is still in the primary stage, the publicity effect of human resource managers is not very good, for the simple reason. In most cases, the human resources department is not a decision-making department or a core department (although it should be considered in theory), and the human resources department has a low right to speak.
Second, organize employee discussions.
The core of this method is to involve employees. According to the number of employees and their working conditions, all employees can be arranged to discuss, or senior executives or department managers from different departments can preside over the discussion. The discussion method is the same as the management's discussion of mission vision values. Divide employees into groups (few people, no need to group), discuss in each group and present the results of this group. Finally, put them together to discuss and choose the most suitable one.
When using this method, if the enterprise's mission vision values have not been published, then the mission vision values can be discussed. If the results of various departments or group discussions are close to the answer, certain rewards will be given.
If the mission vision values have been published before the discussion, it can be changed to discussion and illustrated by citing actual cases (limited to real cases in the company). Selected cases can also be given certain rewards. These cases can be used in future training and corporate culture handbook.
Third, internal journals and copywriting.
Organize copywriters and writers in the enterprise, set a theme in each time period, and publicize and understand the content expressed by mission vision values with articles and touching copywriters. If you don't have an internal log, post it directly on the employee platform.
Don't forget to bring your boss and senior supervisor. They can write the best, but if they can't, do an interview and publish it in video or text. What bosses and executives say will always attract the attention of employees. The work of closing the door is always not so easy, and it takes a lot of effort to make it.
Fourth, the story collection activities.
Holding a story collection activity doesn't need to be well written, just a real event, and the time, place, people, events, results and spirit can be clearly written. Make a story selection, let all employees make a selection, and the selected excellent stories will be rewarded, and the stories will be polished and published on the internal platform of the enterprise.
These stories can also be used as training cases and materials for corporate culture handbook. But it may need further processing, so organize some manpower to interview the protagonist or provider of the story and enrich the content.
Verb (abbreviation for verb) staff report
In the mid-year or year-end debriefing (or assessment) of employees at all levels, add the mission vision and values to the survey, and ask them to talk about how they have practiced it for a period of time, or their actual feelings.
There are many ways to practice, such as: how do we think when faced with a choice? How can I convey our mission vision to outsiders? What actions have I taken to live up to my values?
The feeling of mission vision values can be psychological changes before and after understanding; A deep understanding of them; Or something touched my understanding of them.
New employees can also join this part of the assessment and let them talk about their understanding of this part, which is one of the important conditions for becoming a full member.
The proportion of these employees' debriefing should not be too low, even half, and should be evaluated by senior managers or special groups.
In addition to the above methods, there are many methods in practice, such as the selection conditions of excellent employees must conform to values; Enterprises may hold some team development activities to deepen their understanding of values; There will also be some seminars, lectures and other activities. In fact, the introduction of vision values is to make employees think hard, and then they can have a stronger feeling.
The landing of mission vision values is not an overnight thing, and it needs many methods. Each enterprise can choose some suitable methods according to its own situation, plus organizational process design and assessment methods. Over time, they will certainly become the driving force for enterprises to take off.
How to write values? 3 how should corporate values land?
This problem may not be realized by many people. Indeed, many times, corporate values are just posters posted on the wall, which say rigor, responsibility, openness, innovation, honesty and pursuit of Excellence ... You can also call this the vision of leadership, but most of these slogans can only be posted on the wall, but they cannot fall into the hearts of employees. Some managers attribute the inability to "land" to poor execution of employees, but in fact, the so-called values of many enterprises are just thought up by leaders, or copied by large companies, and searched online, at most, the copywriting can be changed at will.
Corporate values, if not nurtured from within the enterprise, can only become a slogan for leaders to feel good about themselves. Enterprise values need to show the collective ambition and value orientation of the team, reflect the internal demands of members and get the recognition of all employees. The formation of values must be a long-term conflict within the enterprise, and it will take longer to get everyone's approval. In the process of shaping, leadership is extremely important. Only by setting an example and teaching by example can we play an exemplary role. At the same time, the qualifications and abilities of team members are also very important, that is, the matching degree between employee values and enterprise values, which is often mentioned in the recruitment process; Finally, the evaluation of values needs to be incorporated into the talent evaluation system, combined with performance evaluation, and infiltrated into the bone marrow of employees. The headhunter's point of view makes values an internal drive, not a superficial slogan.