Organisational Integrity: we hear it, we see it but do we follow it?
Organisational integrity is and should be the foundation of any working environment. Building trust and incentivising staff to go ‘above and beyond’ is encouraged through honesty and transparency filtered through great leaders.
As a collective interpretation of individual integrity; organisational integrity guides core values, aspirations and patterns of thought and conduct among staff. It creates an environment that encourages trust, promotes accountability and consequently, better engagement.
By integrating more robust standards, successful organisational integrity creates an environment everyone wants to be a part of and fully supports, comprehends and understands any structural, transformational changes.
The core values
But what are the core values to base a successful organisational integrity strategy on? And how can you avoid disruption to the integration and implementation of the strategy including performance management, role conflicts and ethical climates?
Fundamentally, the key value is trust! Creating an organisational integrity strategy must encourage trust from the team; promote honest and transparent communication and create peer and senior led decisions based on the motto ‘do what you say you will do, truthfully and consistently with your team’. Taking into consideration these core values will help achieve a more sustainable and operable strategy. We have put together our top core values tips to help create a culture of trust and organisational integrity based on three simple points.
Top three core values tips:
Smarter decisions: Decision-making can be an easy task. But if you are over-committing or under-valuing expectations, respect for leaders and managers soon becomes waned and tiresome. As a result, staff motivation starts to drop. Making more meaningful and attainable decisions can contribute to a better engaged and trusted workforce.
Honest accountability: Composing and delivering decisions can naturally become hierarchical if not communicated effectively or coherently with the team. Integrating decision making that responds to crisis situations or provides honest account of current problems can have a cascading effect on the mentality of the team. Avoiding happy illusions will encourage staff to respond in the same transparent manner; it enables them to see the reality of their situation and taking responsibility for delivering results.
Open environment: Creating a more open and receptive culture within any organisation allows staff to feel supported; it encourages them to speak up as and when a situation may arise. This leads to greater accountability and responsibility to improve, excel and promote a more effective and motivated working environment.
As employee engagement experts, Engage for Success state: ‘Trust is fundamental to high performance in a team, and high engagement in an organisation. Organisational integrity builds trust’.
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At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire, motivate and transform your workforce to increase your company’s productivity and profits. For more information or help with developing an organisational integrity strategy, call or email us today and let us show you how engagement can boost your organisation.