Management 3.0 is dedicated to changing the culture of work. One way to do that is by identifying both your core values or “who you are” as a team, as well as the wish values or “who you want to be” as a team. Here is a series of exercises I’ve cobbled together that hopefully can help you identify, develop and nurture your team’s values. After all, is there any better form of intrinsic motivation than doing what we value and valuing what we do?
250 Big Values to Choose from:
Download a free PDF of the 250 Big Values
Share this list (click on the image above) with your team. Allow each teammate to pick five values that they believe are important for each of these groups:
- For your company or team
- For your hiring process or new team members
- For your customer service
For each grouping, throw the words up on a board and work as a team to whittle them down to five each.
What can you do with your Team Values?
Create a Mission Statement. These values can be looked at as starting off points for your team, company and/or service mission statements. This can be simply an internal mission statement or you can share it proudly on your website, display it at the entrance of your office, add to your social media profiles and so much more.
Create a Values Expo. Similar to a Work Expo, talked about in Chapter 5 of #Workout, a Values Expo is an interactive physical display of your values. It can include your value words, photos of your teammates, kudo cards and other symbols of peer-to-peer recognition and gratitude, notes from satisfied customers, and anything else that you and your team feel symbolize your team values. You can have one Values Expo or you can have one for each of your target value groups.
Share Value Stories. Whether you are in face-to-face meetings or just chatting in a communication or collaboration too, it’s good to share stories that get to your team values, where you share both experiences that reinforce your values or–often frustratingly–go against your core values. Our team shares our value stories on a dedicated Slack channel, while other teams add those stories to their Work Expo or share them in weekly retrospectives.
Value-based Merit Money and Kudos. Chapter 16 of #Workout offers you a more detailed explanation of the phenomenon called merit money which is a peer recognition system where you give points, hugs or funny money to your colleagues along with a note of acknowledgement, similar to a kudo. Eventually, this acknowledgement can turn into unexpected bonuses, gifts, or just feel-good moments. Our own team at Management 3.0 uses Bonusly employee recognition tool to share our recognition within our team and to tally our points. We can’t give away any merit money in Bonusly without offering reasoning and attaching at least one of up-to-nine team values. ThanksBox is another great peer recognition tool to check out.
Repeat. Reuse. Recycle. Your team values should evolve as much as your team itself. As new team members join and as your company’s focus changes, it’s good to repeat this exercise, not throwing important values away, but by pivoting your focus as essential values surface.
Want to learn about individual values?
Sometimes, 250 values seems like a lot. A quicker way to get to the crux of teammates’ and potential teammates’ intrinsic motivation is by playing Moving Motivators one-on-one or as a team. We narrow the list down to our ten CHAMPFROGS values:
Follow these instructions for Moving Motivators or make up your own to discuss which values matter msot to your team. You can buy your own decks of Moving Motivators here.
How to Grow Company Culture Management 3.0 Course Slides
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