Join America Back to Work, a weekly podcast, video, and blog series that covers timely and relevant topics affecting the labor market and workforce with industry experts. The series includes recruiting, hiring, retention, employee satisfaction, customer service, background screenings, and more.
How HR Professionals Can Align Their Personal Values With Work
During the Great Resignation of 2021, which spilled over into 2022 and left the U.S. labor market in a constricted state from which it has yet to recover, employees left their jobs en masse in search of greener pastures.
Greener pastures, in this case, did not simply mean that candidates were searching for better pay but also for greater purpose and more values-aligned work. The pandemic pushed employees to rethink their relationship with work and reevaluate how it fits into their lives. When evaluating a new role, employees are just as likely to care about whether the organization is a culture fit with a mission they can get behind as they are about that pay.
A recent Glassdoor survey that polled more than 5,000 workers found that 77% would “consider a company’s culture” before seeking a job there, and another 56% said a good workplace culture was “more important than salary” for job satisfaction. Additionally, 73% of respondents said they “would not apply to a company unless its values align with [their] own personal values.”
But, this pickiness is not all bad news for employers. In the long term, it can be a positive force since employees who feel aligned with company values are more likely to stay and be motivated, engaged, and productive team members (and culture ambassadors).
The Values-Aligned HR Professional
The same is true for modern HR professionals in the wake of the Great Resignation: they care more than ever before about finding values-aligned work that they feel good about and find meaning in. After all, human resources employees are employees, too.
Similarly, having HR leaders who are bought into the company’s mission and values can go a long way since HR is tasked with growing a positive workplace culture centered on the organization’s values.
However, all too often, HR professionals neglect their development and feelings of connection to the workplace. They are busy taking care of others and ensuring the smooth functioning of the organization, leaving little time for personal growth.
Thankfully, there are steps that HR professionals can take to center their personal values in their daily work within their current role—moves they can make to feel more connected to the company’s vision, mission, and goals.
The result?
Greater job satisfaction, higher productivity, and, ultimately, happier, healthier workforces result from high-functioning HR managers.
Connecting Personal Values with Company Values
For HR professionals, recognizing misalignment is the first step towards aligning personal values with company values. Signs such as feeling that the days are long and slow, dreading Sundays, and not feeling heard or valued suggest that HR pros should take a closer look at their situation and assess if changes need to be made.
Once HR professionals recognize the signs that they’re out of sync with their workplace, the next step is creating space for reflection and growth. HR professionals rarely have time to figure out what they want from their respective roles. Still, when they do get the chance to explore what really motivates them and what their purpose is within the organization, they’re more likely to succeed.
Self-reflection around personal values and goals allows HR pros to interact more effectively with their teams and be clearer on their strengths and how they can leverage them. It’s in employers’ best interests to create this space and time for reflection since, ultimately, when HR employees better understand their personal “why,” they’re better equipped to find tangible ways to connect to the company’s mission.
That might look like seeking learning and development opportunities supporting their values and goals while driving business goals and expanding the company’s holistic skillset. It might also look like seeking out more networking opportunities and relationship-building to expand connections beyond the HR field and engage with other industry professionals, allowing for exchanging ideas and enhancing business acumen. If DEI is a priority value, it might even look like starting an employee resource group or a diversity task force.
HR leaders can create a sense of purpose and fulfillment by connecting daily job-related tasks to their larger purpose. Understanding their “why” and aligning it with the organization’s mission and who they serve can provide fulfillment for both leaders and their teams.