• Sara Mays

Got Values?

Are They Part of Your Training?

We’ve explored the significance of values in business plans and in job descriptions and hiring; now let’s look at the role of values in the training process.

Many of us have started positions with nothing more than a checklist to guide our training. Read this handbook. Sit at this computer and complete these modules. Or maybe the company used the famous “buddy” training system, teaming you up with a veteran worker to understand your new role. This “trainer” may have altered company processes to suit themselves and is now training you to work their way, not the company way.

All of these can be great components of a training program, as long as they aren’t the only components. But often, they are the only training a new hire receives. Many training programs fail at supporting the company values that we have crafted into our job descriptions and interview processes. This seemingly minor disconnect between what you say you are and what you live can slowly erode, and eventually kill your business if not recognized early.

Living your values begins when the position is posted and continues into the hiring and training process. But let’s be clear; you cannot train people to have values. You can train employees to make decisions based on company values. Training simulations that reflect real-life situations will ensure your employees have clarity on company values. They will be empowered to make good decisions. Hearing stories that reflect company values are a foundational component of a values-based organization.

Take for example the story that Ann Rhoades shares in Built on Values that demonstrates 3 values of JetBlue. One of their airplanes carrying 162 passengers lost a wheel during landing. Because the company lived their values, some of those values- caring, safety, and passion- were exemplified when two of their executives, the CEO and the President, divided the list of passenger names. They personally called all 162 of them and apologized for the incident. Many of the customers didn’t believe the calls were real. But many passengers applauded JetBlue, and10 asked for job applications.

Incidents are going to happen. Responding to those incidents with your company values as your compass will ensure your employees and customers see that your values are lived, not just talked about.

An IBM survey reflected that 80% of employees felt more engaged when their work was consistent with the core values and mission of their organization. The key is to get the new hire engaged with your values early. This engagement can be measured in profitability. A Gallup survey showed that just a 10% improvement in employees' connection with the mission or purpose of their organization reflected in a 4.4% increase in profitability. In real terms, that means that a $1,000,000 business can expect an additional $44,000 in profit if its employees are connected to the company values.

Sharing value-centric stories during training and providing employees with simulations will allow your team to connect everyday decisions to your company’s culture and long-term success.

If you want to ensure that values are intrinsic to your hiring and training process, we can help. Call us at 866-550-8724 or visit us at


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