Turn core values into core competencies… no seriously.

by Oct 5, 2017

I am still surprised every time I give a speech at a conference, and someone raises their hand to ask me if they can discipline someone for poor behavior. After all, something like workplace bullying isn’t illegal.

I am surprised by this question because, being late, not showing up to work without a call-in, or failing on job duties also aren’t illegal, yet many people are disciplined and even fired for these transgressions every day of the year.

Why are we so hesitant to manage behavior? I don’t get it.

Performance happens because of the way someone behaves. They are one in the same, so you can and should use your performance management system to manage behavior.

One way to do that is to turn your core values into core competencies.

A core competency is a defined set of knowledge, skills and abilities that distinguish one person from the next.

Let’s say, for example, that your chili hot dog stand’s three core values are: Service, Quality, and Fun. You can hold people accountable to these core values through your performance management system, by turning those values into core competencies.

By making them competencies in your performance system, you are saying that one must be competent in those three areas in order to work at your chili hot dog stand.

So your job descriptions, and your quarterly performance evaluations, will include the following core competencies:

  • Service: Provides excellent service to customers and peers, even in stressful situations; quickly and effectively solves problems; presents a positive friendly manner with customers.
  • Quality: Always goes the “extra mile” to complete work; self-starter; work does not need to be redone; it is clear a strong effort goes into tasks.
  • Fun: Always perceived to be in a good mood; clearly enjoys others; engages peers and customers in conversation; regularly seen with a smile.

See, it’s easy.

Now you can interview for these competencies when filling positions, hold people accountable to them via rewards and performance, hold managers accountable to ensuring their team’s are competent in these areas, and developing training programs around them.

If you’d like some more quick and tactical tips on creating a positive work environment, I am excited to announce that I am launching a new, free webinar, The Workplace Culture Makeover Masterclass: Transform culture, get bottom line results. I have applied my long years of work, time and research in HR and positive work environments to this course, so it is definitely a labor of love that I am very proud of!

I am hosting the free webinar on October 26, and again on October 27, at 10 am PST. So claim your spot for either one, and I look forward to seeing you there.

Sincerely,
Catherine

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

3 Savvy Ways to Spend Your Budget Surplus

It’s halfway through the year, and for some companies, the fiscal year is wrapping up, leaving them with an unexpected budget surplus.  While it might be tempting to funnel these extra funds into new equipment or throw after-hours parties, there's a more strategic...

Implicit Bias Training That Works

A significant barrier to achieving a diverse and inclusive workforce is implicit bias. Implicit bias occurs when, for instance, you hear the word "engineer" and immediately assume it is a man, or hear "teacher" and assume it is a woman. Have you ever been guilty of...

Over 50% of Workers Now Value Balance and Belonging Over Climbing the Corporate Ladder

Yesterday, I came across research by Randstad and it really got me thinking about how much the workplace landscape is changing. This study included insights from 27,000 workers worldwide and what really caught my attention was that nearly half of the respondents—47%,...

Your Culture Matters as Much as Your Legal Compliance

Legal compliance serves as the bedrock of any organization. While it lays the foundation, a positive workplace culture breathes life into your organization. A strong, supportive culture fosters employee engagement, boosts morale, and enhances productivity.  This...

How We Create Respectful Work Cultures

For the past 15 years, we have been dedicated to transforming toxic workplace cultures and fostering positive environments through executive coaching, corporate training, and large-scale culture change projects. We’ve serviced over 250 clients and their thousands of...

42% of employees would QUIT over political disagreements

Is it appropriate to restrict employees from expressing their political views at work? On the one hand, you want people to feel free to express themselves. But then, you don't want those water cooler chats to turn into full-blown political showdowns. According to a...

Why Retaining Top Talent is More Difficult Than Ever

Finding and keeping great employees can be tough for companies all over. With changes in employee expectations, advancements in technology, and shifts in the job market, it's a real challenge. In 2019, a whopping 42 million U.S. workers alone said "so long" to their...

Can Your Corporate Culture Influence Workplace Violence?

Workplace violence is a serious concern for organizations worldwide. While there are many reasons why it happens, one thing that doesn't get enough attention is the company culture itself. How people act and treat each other at work can make violence more or less...

How to Utilize Culture Surveys for Cultural Change

Surveys are a wonderful resource for measuring the success of culture change. Many clients approach us with the awareness of a cultural problem…but an inability to identify the cause. And that’s where we step in, often using survey scores as an identifier.  Let’s take...

Microaggressions Can Become Part of an Organization’s Culture. Here’s Why

We're talking a lot about making sure everyone feels included and respected in the workplace. But sometimes, it's not the big, obvious stuff that makes people feel excluded and disrespected - it's the little things. We have likely all experienced situations where...