Alignment with organizational values 

Organizational values 

Numerous studies have demonstrated a direct link between the values of an organization and its effectiveness, pointing to the person-organization fit (PO). In other words, this refers to the compatibility between an employee and an organization as a whole, particularly in terms of values. An employee whose values match those of the organization will derive greater satisfaction from their job and will also feel greater satisfaction with the organization. This satisfaction, in turn, will lead to greater employee commitment and lower turnover within the organization. Note that organizational values are a fundamental component of a company’s culture. 

The issue

In the face of retention problems that resulted in several major departures, the company’s senior management questioned the reasons that led to this situation. One of the conclusions following a diagnosis was that the values were not well communicated within the company, which translated into the internal culture, and then into the employer brand, the latter being rather poor.   

The approach 

After consulting the members of the management committee, a consultation process with all management staff was considered. The purpose of this activity was to enhance consideration of organizational values, as well as to implement actions and orientations that would identify values that could be easily conveyed within the organization. Strategic, tactical, and operational decisions could then be aligned with the previously defined values and thereby strengthen the employer brand. We sequenced the mandate in two phases: 

• Phase 1 – Redefining the company’s values 

In order to establish organizational values, we administered the Organizational Values Test (OVT) to all managers within the company. The test identifies the organizational values of an individual, a group, a work unit or an organization as a whole. It assesses the degree of importance of thirty-four (34) generic organizational values, including core beliefs and the importance attributed to people, processes, and outcomes, both inside and outside the organization. By analyzing the results, we were able to develop a profile of the company’s organizational values. In addition, by conducting workshops on organizational values, we were able to revisit these values and discuss how organizational and professional values are experienced daily, both internally and externally, with clients and employees. 

• Phase 2 – Implementation of a pre-selection process targeting alignment with the values 

Once the corporate values were identified, the objective was to assess the adequacy of the values of a potential candidate with those of the company, by identifying the acceptable limit. We developed the TVO scoring grid to allow the use of the test in pre-selection and to assess each candidate, regardless of their position in the company, in terms of their level of alignment with the corporate values. 

Outcomes