In an interaction with Higher Education Review Magazine, Habeeb Rahman Rowther, Head of Human Resources, Omnitech Engineering, shared his insights on various aspects of the company’s core values and their impact on the overall performance of the organization. Habeeb is a seasoned industry professional with over 18 years of experience in various HR functions. Prior to joining Omnitech in 2023, he was associated with companies such as MahindraCIE Automotive, EPP Composites, Shilpan Steelcast, Fishfa Rubbers, and Falcon Pumps.
Tell us about a few core values that are vital in driving employee behaviour and motivation within the organization.
Core values are the key drivers for both employees and the company. The topmost core value that motivates employees is recognition, wherein an employee expects to be rewarded and appreciated whenever he/she puts in his best efforts and performs exceptionally. The second factor is the culture of professionalism and trust wherein the employee expects the company’s management and Leaders to trust them and demonstrate a professional approach Thirdly, it is paramount to keep in mind that we are all global citizens, we should practice good corporate governance practices that are in line with the regulatory and legal framework. Fourth and foremost is a clean and safe workplace wherein the employee feels safe and motivated to put in his extraordinary efforts. Finally, the organization must focus on demonstrating the dignity of an individual as a core value wherein employees are treated with respect and dignity. Ethics and honestly are the key values that encourage an employee to remain loyal to the company, drive enhanced performance and give the expected results.
What impact do a company’s core values have on its on-employee satisfaction, engagement, and performance levels?
If a company takes its strategic and operational decisions in the light of its core values and makes sure that they are not being compromised, employees feel very confident and encouraged about the organization. A few key metrics that are used to measure the performance of an employee in this aspect are conducting employee pulse surveys, employee satisfaction surveys, 360-degree feedback etc. These surveys contain a set of questions surrounding the core values, wherein the employee gives feedback and ratings to the company's performance across various aspects such as alignment towards Core Values, Organizational culture, Leadership approach whether they “Walk their Talk” etc. These are the few ways in which companies can do a clear analysis of employee satisfaction levels with regard to the core values. Whenever the employees are aligned, motivated, and bound to the core values of the organization, they have exhibited enhanced performance levels. Furthermore, the attrition level of an organization is one of the key metrics to analyze whether the employees are satisfied, engaged, and following our core values.
How can a company ensure that new hires align with its culture and core values?
There is a theoretical approach called the ‘Fit Theory’ and Behavioral Event Interview Technique Fit theory includes a set of questions that check the cultural compatibility of the candidate and get to know how he/she aligns with the culture and core values of the company. This entire process is assessed through a technique called Behavioral Event Interview where the candidate is assessed based on his approach and response towards questions that resemble acceptable and non-acceptable behaviors. Through this approach, their mindset, their thought process, their alignment towards core values, and their behaviour under the given scenario are assessed. Based on the response, decisions can be taken towards the level of alignment of an employee towards the core values and whether the new hire is culturally fit or not. Other key measures in this regard are a performance management system where the employees are assessed on the basis of their function capabilities, followed by their leadership capabilities and cultural fit.
Explain the importance of integrating a company’s core values into its decision-making processes.
Most of the companies that I have been associated with are core value-practising companies. We adopt a zero-tolerance policy towards our core values. A person irrespective of his position and performance is subjected to consequences management in case of any breach of our core values and company policy. The management always believes in “Living Its Core Values.” When we talk about legalities, one of our core values is good corporate citizenship and respect towards the legalities. In every matter that we deal with the statutory bodies, we make sure to follow fair practices in all aspects.
Suggest a few steps organizations must take to align their company culture with their strategic goals and objectives.
Happy people make happy businesses. Organizations must develop HR strategies not in bits & pockets, but in the form of a bundle that is in alignment with the Company’s overall vision, mission, goals, and objectives. Human resources should be an integral part of decision-making. Some of the major strategies in this regard are Empowering employees to be the owners of their processes, expecting results from everyone, capability building of employees, and reward and recognition programs for employees demonstrating performance in line with the core values. The leaders should have continuous dialogue with the people and “Walk the Talk.”
It is paramount for the organization to ensure that all its policies, systems, work culture and communication are aligned with its future aspirations.
