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Het belang van kernwaarden

De waarde van kernwaarden

Je ziet het in de praktijk vaak gebeuren, nieuwe werknemers die binnen korte tijd weer vertrekken. Binnen een jaar, een half jaar of zelfs binnen de proeftijd. Wat is er aan de hand als werknemers op eigen initiatief in zulke korte tijd vertrekken? Een steeds bekender fenomeen is dat de kernwaarden van een werknemer niet overeenstemmen met de kernwaarden van de organisatie. Zeker nu de opkomst van millennials in volle gang is, is het belangrijk om bij de keuze van een nieuwe werknemer andere criteria mee te nemen dan alleen functie-eisen en vaardigheden.

Identificatie met de kernwaarden van de werkgever is de belangrijkste factor in de betrokkenheid van werknemers. Het overeenkomen van de kernwaarden was belangrijker dan 91 andere factoren. Deze betrokkenheid is ook heel belangrijk voor een organisatie. Dale Carnegie ontdekte dat organisaties met betrokken werknemers ruim 200% beter presteren dan organisatie zonder betrokken werknemers.

Hoe weet je of de sollicitant aansluit bij de kernwaarden van de organisatie? Om daarachter te komen is het nodig om te begrijpen wat kernwaarden precies zijn.

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De 6 kenmerken van kernwaarden

Wanneer we denken aan waarden, denken we aan wat we belangrijk vinden in het leven. Ieder van ons heeft vele waarden, waarbij het van persoon tot persoon verschilt hoe belangrijk deze zijn. Waar de één prestatie heel belangrijk vindt, vindt de ander vriendelijkheid heel belangrijk. Volgens de Theory of Basic Values zijn er 6 kenmerken die aan alle waarden kunnen worden toegeschreven.

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Waarden zijn onlosmakelijk verbonden met emotie: Wanneer een waarde geactiveerd wordt, komen er emoties vrij die verbonden zijn aan die waarde. Zo zal iemand die graag onafhankelijk is irritatie of woede kunnen voelen op het moment dat diegene in een team komt te werken.
Waarden verwijzen naar doelen die motiveren tot actie: Mensen voor wie zelfverbetering een belangrijke waarde is, zullen doelen als prestatie en machtsposities nastreven.
Waarden gaan verder dan alleen acties en situaties: Veiligheid en vriendelijkheid waarden bijvoorbeeld, zijn relevant in verschillende situaties, zoals werk, school, politiek of binnen de familie. Dit kenmerkt het verschil tussen normen en waarden, omdat normen alleen toepasbaar zijn op specifieke situaties.
Waarden dienen als criteria: De waarden die iemand belangrijk vindt, bepalen de keuzes die iemand maakt, of de beoordeling die iemand geeft over een beleid, taak of situatie. De waarden blijven in de meeste gevallen onbewust. Wanneer de gevolgen van de keuze in conflict komen met de waarde, dan pas zal iemand bewust worden van wat diegene echt belangrijk vindt.
Waarden zijn gerangschikt op belangrijkheid: Hiermee worden prioriteiten bepaald. Het creëert ook deels het karakter van een persoon. Waar de één conformiteit belangrijk vindt en het team niet wil schaden om zelf beter te worden, zal iemand die prestatie hoger heeft staan wel eerder acties als deze ondernemen.
De rangschikking en de combinatie van waarden leidt tot actie: Gedrag vloeit voort uit een combinatie van meerdere waarden. Conformiteit en vriendelijkheid zullen leiden tot de keuze voor een bedrijf waar samenwerken en loyaliteit hoog in het vaandel staan. Prestatie en stimulatie zullen juist weer leiden tot een bedrijf waar interne competitie en resultaten behalen belangrijk zijn.

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Kernwaarden in een sollicitatie

Nu je weet wat de kenmerken van kernwaarden zijn en hoe belangrijk ze zijn in het maken van keuzes en beoordelingen, is het belangrijk dat jouw organisatie deze gebruikt bij het kiezen van een kandidaat.

Het begint bij de vacature. Hierin communiceer je duidelijk wat de belangrijkste en minst belangrijke kernwaarden van het bedrijf zijn. Wees creatief in het verwoorden van de kernwaarden, maar creëer geen perfect beeld. Een realistisch beeld trekt beter passende kandidaten aan.
Middels digitale assessments kun je eenvoudig de belangrijkste kernwaarden van een kandidaat achterhalen. Meer informatie over hoe The Selection Lab dat doet vind je hier.
De volgende stap is om interviewvragen op te stellen die enerzijds de kernwaarden van de sollicitant boven water halen en anderzijds achterhalen of de kernwaarden van de sollicitant aansluiten op die van de organisatie. Op deze manier kom jij er snel achter of iemand past binnen de organisatie, maar de sollicitant zelf ook.
Laat de nieuwe medewerker kennismaken met de kernwaarden tijdens de onboarding. Onboarding gaat om integratie in de organisatie en verbondenheid met de bedrijfscultuur. Als vriendelijkheid een belangrijke waarde is in de organisatie en prestatie een minder belangrijke, laat dan duidelijk merken dat samenwerken voorop staat en dat collega’s elkaar helpen waar het nodig is. Stel bijvoorbeeld een buddy aan die de nieuwe medewerker de eerste dagen of weken goed begeleidt. Dit geeft de nieuwe medewerker vertrouwen en zal diegene sneller zijn mening durven geven over processen of beslissingen. Kies dus een onboardingsproces wat past bij de kernwaarden van de organisatie. Zo voelt de medewerker zich het snelst vertrouwd en lid van het team.

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FAQ

Can game-based assessments promote diversity in the recruitment process?

Yes, game-based assessments can promote diversity by focusing on skills and behavior rather than traditional criteria like résumés, which may contain unconscious biases. This gives candidates from diverse backgrounds an equal opportunity to demonstrate their potential.

What is a game-based assessment?

A game-based assessment is a testing method that uses game mechanisms to evaluate candidates' skills, competencies, and personality traits. During these games, various aspects such as problem-solving ability, cognitive capacities, and behavior under pressure are assessed interactively.

What are the advantages of game-based assessments?

Game-based assessments can offer an interactive and engaging experience for candidates, which may contribute to a more positive perception of the application process for certain groups. For employers, these assessments provide deep insights into both cognitive and behavioral qualities in a way that traditional tests may not offer. Additionally, they can reduce the likelihood of socially desirable behavior, as candidates in a game environment often respond more authentically and spontaneously.

How reliable are game-based assessments compared to traditional tests?

If well-designed, game-based assessments can be just as reliable, and in some cases even more reliable, than traditional tests because they measure a wide range of behavioral indicators and cognitive skills in a dynamic setting. However, there is a significant difference in quality among various game-based assessments, so it’s important to be mindful of this.

How does a game-based assessment work?

In a game-based assessment, candidates participate in interactive games designed to measure specific skills and behaviors. During the game, not only the final result is analyzed, but also how the candidate makes decisions, responds to challenges, and handles different scenarios. These observations provide insights into their thought processes and behavior patterns.

Are game-based assessments scientifically validated?

The major disadvantage of game-based assessments is that they are relatively new, meaning many have not yet been thoroughly researched by independent researchers. Many companies cite their own studies, but these are rarely independently validated. Without independent research, you cannot be certain of the reliability of game-based assessments. Be aware of this when selecting the most appropriate assessment.

How can game-based assessments contribute to a better candidate experience?

This varies greatly depending on the target group. Due to the playful and interactive nature of game-based assessments, some groups of candidates experience less stress than with traditional tests. Research shows that certain groups (particularly candidates over the age of 35) tend to experience more stress from a game. Additionally, studies have found that men generally perceive games more positively than women.

Can you practice game-based assessments?

Although you can familiarize yourself with the type of games used, game-based assessments are difficult to practice specifically. They are designed to measure natural reactions and authentic behavior, so repetitive practice has less influence on the outcome than with traditional tests.

Will game-based assessments replace traditional tests in the future?

It is likely that game-based assessments will play a larger role in future recruitment processes, but a complete replacement of traditional tests is uncertain. Both methods can complement each other and be used depending on the specific requirements of the role and the company's preferences.

How are the results of a game-based assessment analyzed and interpreted?

The results of a game-based assessment are analyzed based on predefined parameters such as problem-solving ability, reaction time, and behavior under pressure. Advanced algorithms automatically collect and process the data to provide an objective and reliable assessment of the candidate's competencies and skills.

What skills are measured in a game-based assessment?

Game-based assessments measure a wide range of skills. For example, they evaluate a candidate's problem-solving ability, adaptability, decision-making under pressure, collaboration, and emotional intelligence. Depending on the specific design, cognitive skills such as memory, attention, and pattern recognition may also be assessed.

How long does a game-based assessment take?

The duration of a game-based assessment varies but usually lasts between 15 and 60 minutes. This depends on the complexity of the game and the number of skills being measured. These assessments are often shorter and more interactive than traditional tests, which can contribute to a more enjoyable candidate experience.

Are game-based assessments suitable for all roles?

Game-based assessments are particularly suitable for roles where cognitive flexibility, creativity, problem-solving ability, and interpersonal skills are crucial. For highly technical or specialized roles, additional tests or evaluations may be needed to measure specific knowledge and expertise.

What is the difference between a game-based assessment and a gamified assessment?

The difference between a game-based assessment and a gamified assessment lies in the extent to which game techniques are integrated. In a gamified assessment, traditional tests are enhanced with game elements to increase engagement, while in a game-based assessment, the game itself is the primary tool for evaluation. In a game-based assessment, candidates are assessed based on their interaction within the game, which is designed to measure specific competencies.

FAQ

How can I improve my company’s retention rate?

The retention rate can be improved by investing in employee development and satisfaction. This includes offering training, career opportunities, and recognition for their contributions. A culture of open communication and attention to work-life balance can also contribute to higher retention. Additionally, offering competitive compensation and involving employees in decision-making can strengthen loyalty.

What are the benefits of growth opportunities for employee retention?

Growth opportunities can promote employee retention by giving staff a sense of direction and motivation. When they have the chance to learn and develop professionally within the company, they feel valued, which increases their loyalty. This can prevent them from leaving to seek better opportunities elsewhere. kunnen het behoud van personeel bevorderen door medewerkers een gevoel van richting en motivatie te geven. Wanneer zij de kans krijgen om te leren en zich professioneel te ontwikkelen binnen het bedrijf, voelen zij zich gewaardeerd, wat hun loyaliteit vergroot. Dit kan voorkomen dat ze vertrekken om elders betere kansen te zoeken.

What are the key factors that influence employee retention?

Key factors that influence employee retention include salary and benefits, opportunities for professional development, work-life balance, company culture, and the relationship with supervisors. Employees tend to stay longer when they feel valued, challenged, and supported in their work environment.

Why is employee retention so important for organizations?

Employee retention is important because it helps reduce recruitment and training costs for new employees, and it contributes to retaining knowledge and experience within the organization. High retention also ensures continuity within teams, leading to a more stable company culture, higher customer satisfaction, and improved business outcomes.

Which recruitment strategies help improve retention?

Recruitment strategies that can improve retention include identifying candidates who align with the company culture, using assessments to evaluate soft skills, and providing transparency about role expectations during the hiring process. Employees who feel connected to the organization and have clarity about their role are more likely to stay longer.

How can a good onboarding process contribute to higher retention?

An effective onboarding process can contribute to higher retention by helping new employees quickly adapt to their role, the company culture, and expectations. By providing support and clear information from the start, their engagement is increased, and the likelihood of them leaving early due to feelings of being overwhelmed or lacking guidance is reduced.

What is the role of company culture in retaining employees?

Company culture plays a crucial role in employee retention. When employees feel heard, valued, and connected to the values and norms of the company, they are more likely to stay. A positive culture that fosters collaboration, respect, and personal growth can significantly enhance employee motivation and satisfaction.

How can leadership and management style influence retention?

Leadership and management style have a significant impact on retention. Leaders who inspire, support, and coach their team can increase employee engagement and satisfaction. Offering autonomy and trust can lead to higher loyalty, while inefficient or negative management styles can contribute to dissatisfaction and increased employee turnover.

What is the importance of recognition and rewards for employee retention?

Recognition and rewards play an important role in employee retention by showing staff that their work is valued. This can increase their motivation and loyalty. In addition to financial rewards, compliments, promotions, and other forms of recognition can also contribute to satisfaction and retaining employees.

What role does work-life balance play in improving retention?

A balanced work-life balance plays an important role in increasing retention. By reducing stress and improving job satisfaction, employees are more likely to stay with the company. Initiatives such as flexible working hours, remote work options, and respect for personal time can contribute to this balance.

How do I measure the success of my retention strategy?

The success of a retention strategy can be measured by tracking retention rates and turnover rates, and by gaining insights from exit interviews. Additionally, employee satisfaction surveys and feedback from performance evaluations can provide valuable information about the effectiveness of the strategies applied.

What does increasing retention mean within a company?

Increasing retention within a company means implementing strategies to keep employees with the organization for longer. This can be achieved by improving job satisfaction, offering growth opportunities, and fostering a positive and supportive company culture.

What are the costs of a low retention rate?

A low retention rate can bring significant costs, such as increased expenses for recruiting and training new employees. Furthermore, the loss of experienced staff can lead to lower productivity, reduced knowledge transfer, and a negative impact on company culture.

How can I increase employee engagement?

To increase employee engagement, involve them in decision-making processes, regularly ask for their feedback, and recognize their contributions. Offering development opportunities and maintaining transparent communication can also contribute to greater engagement.

How can technology help improve employee retention?

Technology can be a tool for improving employee retention by facilitating communication, feedback, and development. By using online platforms for training, recognition, and evaluation, companies can create a more engaged and satisfied workforce.