Make your mission, vision and values a reality.
I have been honored to work for many impactful companies and widely known brands in corporate America. God has given me those experiences, coupled with education at some of the best higher education institutions in the U.S.
What works well in high-performing organizations — such brands as Quaker Oats, Gatorade and Snapple — also works well in smaller Christian-owned for-profit companies, nonprofits, ministries and churches.
Why is this relevant? Because the methods that have made those brands individually expand and experience prosperity can help prosper your organization as well.
What is most important — enabling organizations to lead employees to success — is to install key human resources (HR) components. The first, which is foundational, is to establish your organization’s mission, vision and values (MVV) statement. Much has been written regarding how critical a MVV statement is to success. The importance of having this integral to your HR strategy will never change. Without mapping your organization’s destination by defining its core beliefs and purpose, it is impossible to move it in the direction to which God calls it.
Then the LORD replied: ‘Write down the revelation and make it plain on tablets so that a herald may run with it.”
~ Habakkuk 2:2
Assuming you have an appropriate MVV designed and created with employee input, the next step is to integrate it into all you do, from an HR perspective. This is where most organizations falter.
Most leaders, after they create their organization’s MVV statement, do what comes naturally: They share it with everyone. It is displayed on the company website, and printed poster-sized and proudly hung on the walls of its conference rooms and lobby. It is mentioned consistently — for about three months. And then it gets forgotten and dies.
It dies because it has not been made an intrinsic part of the way it guides business. It is not ingrained in the heart of the organization.
How do you make your mission, vision and values a part of how you work? You integrate it into the practices of the people who are in the best position to make it happen. It is all those who apply your HR practices. HR practices touch all employees.
What are some examples of HR practices?
- Employee relations
- Workforce planning
- Performance management
- Compensation and benefits
- Attendance and leave
- Employee skills development
- Health and safety
- Employee activities
- Employment policies
While one could almost certainly laundry-list at least 40 or more solid practices, let’s focus on six that you can integrate with your MVV quite easily:
- Recruitment process
- Performance review process
- Job descriptions
- Communication process
- Training and development
Want to learn more about the other our aspects of integration: performance review process, job descriptions, communication process and training and development? Join us at CLA’s Outcomes Conference in Dallas, April 4-6. We look forward to sharing with you our successful format on how to develop a high-performance HR system for your organization.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. In His Name HR helps organizations build HR programs based on MVV. Mark was at the Outcomes Conference 2017, and taught a workshop called, Managing Employees to Success .
Today is your day!