HRGuru

I think an organization should begin by marketing and branding what it values. The philosophy must be lived by those at the top of the organization. For example, if a company truly values open communication and an open door policy, that value must begin with the CEO. Values must also be embedded in who we promote and hire. Leadership at every level must exhibit the organizational values and philosophy. Ultimately, values help shape the culture of the organization. People drive the culture so we must source, select, train, and promote the right people in order to ensure proper alignment with organizational values. 

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Leading by example will you part of the way, but I think one slight problem is that HR tends to be slightly isolated from the overall culture of some companies.  Likewise, the CEO can't keep track of everything that occurs at a company.  I think its the middle men that are important to target.

Employees will find it easier to adhere if  they believe in those values. And yes, all the levels, from the boardroom to the supervisors need to communicate those values (be it by words or actions) through their daily interactions with the employees.  That includes everyone in HR as well.  Coaching is also one of the critical tools to ensure all employees (managers, workers)  have the support and are guided to those values should they stary from them.  Other tools include feedback mechanism, mentoring, performance management etc.

Is your organization facing a problem where employees do not adhere to those values? Before we start off on communication campaigns,  we need to determine why your employees are not adhering to the company values. Have employees behave like this right from the start? Have there been major changes within the company, e.g. M&A, lay-offs, change in management, change in product lines etc.? Are the values recently modified? Once you get to the bottom of this, you can plan and design your approach.  Perhaps you are hiring employees who are not well suited for your company. Regardless of the values communicated to them, if they do not share those same values, they will not be bothered with them.

Ideas? Repetition is key to refreshing one's memory.  Make it fun. Those mailers..do you see them placed in clear view on every employee's workstation? How many will toss the mailer aside?  And nothing beats hearing those values from the managers/supervisors at those weekly/monthly department  meetings.

 I find that it works well to get a couple of your key players on board with what you are trying to accomplish, then send them out to "work" on others. When you have those key folks representing your idea, momentum gets going to the point of being contagious.

More specifics on your values might help.

Are these values written and available? Posted in the breakroom for example?

Are your values communicated to your teams in all ways that are appropriate (memos, organizational changes- for example, "in an effort to  fully support our Integrity policy, all employees will no longer require a manager signature for XXX")?

What are you doing to support these values? For example if Accountability is a value, do your top dogs demonstrate this and is it evident in the way you conduct business? (are you accountable to the environment by recycling, for example)

You may work through your organization with some fun projects. For example, you may ask you teams to define what these values mean to them and how they see them at work in the organization. If you get some great ideas, use them!!! 

Ask your teams what their understanding is of these values and philosophies. You may find your disconnect through a little bit of recon.

Good luck!

So true not to overdo the broad values.  Having written literature is a good foundation but needs more than that to be effective.  I am glad to see new recruits being given a mandatory training session on values.  It is also important to make sure that values have real meaning - give examples of what criteria is considered as meeting the values and what does not fit.  A Q & A format is very helpful and employees love to have this kind of structure rather than just words on the wall.  Organizations are always going through change and there are always new staff so it is important tfor the value system to be reflective of these changes to make it real and improved.  For example, respect is a value which is vital for any organization and can be communicated in the various roles we have in an organization - with clients, public, ourselves, and our co-workers.  Sounds simple but it is needs to be meaningful in all of our dealings with one another.  

The mission and vision should be embraced from day one. Orientation is usually a great start!