Values Misalignment in the Workplace
Values Misalignment in the Workplace
The Impact on Employee Well-Being and Organizational Success
Have you ever worked somewhere where it felt your values were at odds with the organisation from the start or changed over time? Values can change for various reasons, such as personal circumstances, exposure to new experiences and ideas, or shifts in societal norms and expectations. Values are not necessarily static or unchanging, although some individuals may hold onto certain core values throughout their lifetime. However, it is essential to note that external factors such as cultural and societal values, media and advertising, and political and economic factors can also influence values.
Values can play an important role in well-being, giving individuals a sense of purpose and meaning. When individuals live in alignment with their values, they are more likely to experience a sense of fulfilment and satisfaction. On the other hand, when individuals act in ways that are inconsistent with their values, they may experience feelings of guilt, anxiety, or emptiness.
When values differ at work
When your values differ from your employers, it can lead to several adverse outcomes. The misalignment of values can lead to dissatisfaction on both sides. It can ultimately lead to a breakdown in the relationship.
A lack of engagement is one of the most significant issues that can arise when employer and employee values don't align. Suppose you feel that your values are not reflected in the work that you're doing or the organisation you're working for. In that case, you may feel disconnected and disengaged. This can lead to a lack of motivation and productivity and an increased likelihood of organisational turnover.
Additionally, a misalignment of values can lead to conflicts within the workplace. For example, if you value work-life balance, but your employer prioritises long hours and constant availability, there may be tension and disagreements about how work should be done. This can lead to a toxic work environment and damage relationships between colleagues, employees, and management.
For many people, a misalignment of values can increase stress and burnout and negatively impact their mental health. You may feel pressure to conform to the company's values or feel conflicted about them, which can cause anxiety and stress. You may feel like you are not making a meaningful impact or contributing to something you believe in. This can lead to exhaustion, cynicism, and a lack of interest in work.
Furthermore, when values don't align, it can be difficult for employers to attract and retain top talent. Candidates who share an organisation's values are more likely to be interested in working for that organisation. Employees who feel that their values are being respected and supported are more likely to stay with the company long-term. If a company's values don't align with those of its employees, it may struggle to attract and retain talented employees.
What can an employer do?
So what can employers do to address a misalignment of values? One approach is to communicate openly and honestly about values from the very beginning of the employment relationship. This can help ensure that candidates and employers are on the same page and can avoid any surprises or disagreements down the line. Employers can also work to create a culture that supports and promotes the values that are important to employees. This can help build a sense of community and engagement within the workplace and can help prevent conflicts from arising.
When an employer's values and actions don't align
When an employer's values don't appear to be backed up by their actions, it can create a sense of mistrust and disengagement among employees. Employees may feel that the employer's values could be more consistent or that they should be treated fairly.
Suppose an employer's values are not being backed up by their actions. In that case, it may be necessary to have a conversation with the employer to clarify their expectations and how they align with their values. This can involve discussing specific behaviours or actions that conflict with the employer's values and exploring possible reasons for the discrepancy.
Suppose the employer is open to feedback and willing to make changes. In that case, there may be opportunities to collaborate on solutions that align with their values. However, suppose the employer is not receptive to feedback or unwilling to make changes. In that case, employees may need to consider whether the organisation is a good fit for them in the long term.
What can you do as an employee?
When your values do not align with their employer's, it can be challenging and uncomfortable. Here are some steps an employee can take:
Evaluate the situation: It's essential to determine what values are not aligned and how significant they are to you. Ask yourself if it's a minor issue you can ignore or a fundamental value you can't compromise on.
Communicate: If your values are not aligned with your employer's, it may be helpful to have a conversation with your employer or HR representative. Try to explain your concerns in a respectful and non-confrontational way. You may find that your employer is open to discussing the issue and finding a solution.
Find common ground: Look for areas where your values align and try to focus on those. You may be able to find a way to work together that respects both your values and your employer's.
Consider your options: If your values significantly differ from your employer's, you may need to consider whether it's the right workplace for you. It may be time to start looking for a new job that aligns more closely with your values.
Remember, it's essential to be respectful and professional when addressing issues of values misalignment with your employer. It's also vital to prioritise your values and make decisions that are right for you.
In conclusion, when employer and employee values don't align, it can lead to a number of adverse outcomes for both parties. To avoid these issues, employers should work to communicate openly and honestly about values and create a workplace culture that supports and promotes the values that are important to employees. Employers can build stronger, more engaged teams and attract and retain top talent by doing so.