Implementing Values to Increase Engagement Using an Online Awareness Game

Implementing Organization Values in large organizations Using the online Q-sort as Awareness Game to give meaning to Organization Values and raise employee engagement Q-Research/TDF Amsterdam / The Hague Visit: www.q-research.nl Contact: +316 2180 2828 / +316 218 55 099 © 2009 Q-Research/TDF

Implementing Values in large organizations – some challenges ,[object Object],[object Object],[object Object],[object Object],[object Object],Managing by Values Values offer guidance to management and employees when making decisions and acting in complex situations. Once employees understand the company’s Values, they are able to figure out the correct objective and course of action across a variety of situations. Many organizations nowadays recognize the importance of managing by using company values. When introducing Company Values however, they often face the same difficulties in making it work and having the values translated into successful employee behavior and improved organization performance.

Creating an ongoing constructive dialogue ,[object Object],[object Object],[object Object],[object Object],Getting meanings and images: what are values made of? Creating awareness and involvement amongst employees: which behaviors I find most important? Discussing priorities and actions for improvement: what can we do and what would we need? Sustaining change in behavior: agreeing on concrete changes. Reinforcing awareness and change: which behaviors I find most important C o m m u n i c a t i o n s Engagement = Being involved & feeling valued Wat heeft de meeste impact op mijn werk Sneller reageren op klantvragen Wat heeft de meeste impact op mijn werk Sneller reageren op klantvragen Processes Procedures Skills Communications Tools, support actions

Giving meaning to Values – getting meanings and images ,[object Object],In Marketing, there is a well-known phrase: “Do not ask your customer what he wants, he does not know it” It illustrates the difficulty people have considering what is important to them. Indeed, most people are not always fully conscious of what matters to them. There is a way around above dilemma though and that is asking what people have experienced before. Not in an ordinary way but a true exceptional situation, which gave life and energy. And people are good at recollecting positive memories, when asked. This interview technique, known as Appreciative Interviewing, is very well suited to get behind the meanings employees give to Values, what it truly means to them. As a result, many individual meanings and images are collected. Instead of counting which one has come up most, they are interpreted in a way to look for deeper, shared meanings. These capture, according to the employees interviewed, the meaning of the Company Values. Now its time to involve the remaining thousands of employees.

Creating awareness and involvement ,[object Object],[object Object],[object Object],The Q-sort, with its scientific background and extensive ‘track record, appears very effective when used as “awareness game”. In a small timeframe the instrument strengthens employee engagement. The online Q-sort allows employees to become involved by participating in less than 10 minutes. As awareness game, the Q-sort is user-friendly and easy to do. Composed in the organization’s ‘look & feel’, it builds trust and identification. Wat heeft de meeste impact op mijn werk Sneller reageren op klantvragen

Discussing results and agree on concrete actions and changes ,[object Object],[object Object],[object Object],Result s used in team dialogue Agreed actions and changes Processes Procedures Skills Communications Tools, support actions

Continuity: cultivating the new Values ,[object Object],C o m m u n i c a t i o n s Throughout the whole implementation process, communications play a crucial role. When executed appropriately, it builds consistency in the process, making sure employee get the same information about what is happening and why this is important to the organization. Instead of the traditional campaigns, in which employees were overwhelmed with lots of unidirectional information now communications supports a change process. And had gained in importance. Wat heeft de meeste impact op mijn werk Sneller reageren op klantvragen

Results ,[object Object],[object Object],[object Object],[object Object],[object Object]

Onze klanten “ Q-Research/TDF has, in close collaboration with our project team, contributed enormously to the important change in becoming more pro-active. We did not just gain insight into what defines proactive behavior, they have also helped us make the change to improve ourselves.” Jan Nooitgedagt, chairman of the Board Ernst & Young Netherlands “ With the help of Q-Research/TDF we have repositioned and launched our new service within a very short time-to-market.." Robert Bals, Managing Consultant Topforce “ Their approach appeared to be the perfect combination of practical tools and well-applied theory. By positioning the Q-sort as being the intervention itself and applying it as such, we could raise employee engagement where it was not so obvious. " Laura Kloet de Martinez, Sr. Consultant Euro RSCG Bikker For more information, please contact Nina Binnendijk Florent Meier +316 218 55 099 +316 2180 2828 nina.binnendijk@q-research.nl [email_address]

Implementing Values to Increase Engagement Using an Online Awareness Game

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