How to Write Team Values that Improve Performance
Why Writing Team Values that Improve Performance is Tricky
Defining team values that genuinely enhance performance is a crucial yet challenging task for managers. Here’s why:
Alignment with Organizational Goals: Team values must align closely with the overarching values and goals of the organization. This alignment ensures consistency in behavior and decision-making across all levels.
Specificity and Relevance: Values should be specific enough to guide behavior yet broad enough to apply across various situations. Finding this balance is critical to ensuring values are practical and meaningful.
Inclusivity and Ownership: Involving team members in the process fosters ownership and commitment. However, ensuring inclusivity while maintaining coherence can be complex.
Consistency and Accountability: Values must be consistently reinforced and integrated into daily practices. Holding team members accountable for adhering to these values requires clear communication and continuous evaluation.
Adaptability: Values should be adaptable to evolving team dynamics and external changes without losing their core principles.
How to Write Team Values that Improve Performance Using the SMART Framework
Writing team values that effectively improve performance can be simplified using the SMART framework. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. Here’s how managers can apply this framework:
1. Specific
Define Clear and Precise Values: Start by identifying specific behaviors or attitudes that reflect desired values. For example, instead of a vague value like "collaboration," specify behaviors such as "actively seeking input from team members in decision-making."
2. Measurable
Link Values to Observable Outcomes: Ensure that values can be measured or observed in practice. Define criteria or indicators that demonstrate adherence to each value. This could involve metrics related to teamwork, communication effectiveness, or customer satisfaction.
3. Achievable
Set Realistic Expectations: Values should inspire and motivate team members while remaining achievable within the team's capabilities and resources. Consider the current skill levels, workload, and organizational context when defining values.
4. Relevant
Align with Team Objectives and Organizational Goals: Values should directly contribute to achieving team objectives and align with the broader goals of the organization. They should resonate with team members and support the team's mission.
5. Time-bound
Establish Timelines and Review Points: Define a timeline for implementing and reviewing the effectiveness of team values. Regularly assess how well values are being integrated into daily operations and adjust as necessary.
How to Use the SMART Framework
Gather Input: Engage team members in discussions to understand their perspectives on what values are important for enhancing performance.
Draft Values: Based on input and organizational goals, draft initial values using the SMART criteria.
Refine and Finalize: Seek feedback from stakeholders, including team members and senior leadership, to refine values for clarity and alignment.
Communicate and Train: Clearly communicate finalized values to the team and provide training on how values translate into everyday actions and decisions.
Monitor and Adapt: Continuously monitor adherence to values and their impact on performance. Adapt values as needed to reflect changes in team dynamics or organizational goals.
Sample Dialogue
Manager (M): Hey, Sarah! I wanted to talk to you about something important today. As a team, we're looking to define our core values to help us perform better and stay aligned with our goals. I'd love to get your input on this.
Employee (E): Sure, that sounds great! I think having clear values could really help us stay focused and work better together. What are you thinking so far?
M: Well, I've been thinking about using the SMART framework to guide us. Have you heard of it?
E: Yes, I've heard of it before. It stands for Specific, Measurable, Achievable, Relevant, and Time-bound, right?
M: Exactly! Each letter helps us ensure our values are practical and meaningful. Let's start with "S" for Specific. I think a value like "Collaboration" could be more specific, maybe something like "Active Collaboration," where we actively seek out each other's expertise and ideas. What do you think?
E: I like that idea. It's clearer and gives us a better sense of what we should be doing day-to-day.
M: Great! Moving on to "M" for Measurable. How do you think we can measure or observe this value in action?
E: Maybe we could track how often we involve each other in decision-making or projects. It could also be reflected in our team meeting discussions and project outcomes.
M: That's a good point. We could set metrics around teamwork effectiveness and feedback from team members on collaboration efforts. Now, for "A" – Achievable. Do you think "Active Collaboration" is something we can realistically achieve?
E: I believe so. We already have a strong team spirit, and with clear expectations and support from each other, I think we can definitely make it happen.
M: Excellent. "R" stands for Relevant. How do you see "Active Collaboration" aligning with our team's objectives and our overall goals as a department?
E: Collaboration directly impacts our ability to deliver high-quality results on projects. It enhances our problem-solving capabilities and client satisfaction, which are key goals for us.
M: Absolutely, it ties in perfectly. Lastly, "T" for Time-bound. How often should we review and reassess our progress with this value?
E: I think monthly check-ins during our team meetings would be beneficial. It keeps us accountable and allows us to make adjustments if needed.
M: That sounds like a solid plan. Thanks for your input, Sarah. I'll finalize these thoughts and share our draft values with the team for feedback. Together, I'm confident we can create a set of values that really make a difference in how we work together.
E: I'm excited to see how this will help us grow as a team. Thanks for involving us in this process, it means a lot.
M: Of course! Your perspective is invaluable. Let's keep up the momentum and continue to strive for excellence together.
In this sample dialogue, the manager demonstrates the use of the SMART framework in collaboration with the employee to define team values that are specific, measurable, achievable, relevant, and time-bound. This approach ensures clarity, alignment with team goals, and active participation from team members in the value-setting process.
Conclusion
By utilizing the SMART framework, managers can effectively craft team values that not only guide behavior but also contribute to a positive and productive team culture. This structured approach ensures that values are not just ideals but actionable principles that drive performance and success.
