Most nonprofits have named values that purport to guide its operations. (If you haven’t, you can use this guide to define your values.) It is important to audit those values periodically to ensure that the stated values align with employees’ actual behaviors and the organization’s culture. This process helps identify gaps, reinforce positive behaviors, and make necessary adjustments to foster a cohesive and value-driven environment.
Objectives
- Assess the alignment between stated values and actual organizational behaviors.
- Identify any gaps or areas for improvement.
- Provide recommendations for reinforcing or redefining values.
Materials Needed
- Survey tools (e.g., Google Forms, SurveyMonkey)
- Interview guides
- Focus group facilitation materials (e.g., whiteboards, markers, digital tools)
- Access to organizational documents (e.g., employee handbooks, mission statements)
- Data analysis tools (e.g., Excel, SPSS)
Steps
Preparation and Planning (1 week)
- Define Scope and Objectives: Clearly outline the scope of the audit and what you aim to achieve. Determine which aspects of the organization will be audited (e.g., all departments, specific teams).
- Assemble an Audit Team: Form a team with diverse members from different parts of the organization to provide various perspectives.
- Review Existing Documentation: Gather and review existing documents that outline the organization's values, mission, and vision.
Data Collection (2-3 weeks)
- Surveys: Develop and distribute surveys to employees, asking questions about their understanding of the organization's values, how they see these values in action, and any discrepancies they perceive.
- Example survey questions:
- How familiar are you with the organization’s stated values?
- Can you explain how these values are demonstrated in your daily work?
- Are there any values that you feel are not reflected in the organization’s actions?
- Are any of the stated values inconsistent with the behavior you witness in other staff members?
- Interviews: Conduct one-on-one interviews with key stakeholders, including leadership, middle management, and frontline employees.
- Example interview questions:
- Can you describe a time when the organization’s values guided a significant decision?
- What challenges, if any, do you face in upholding these values?
- Focus Groups: Facilitate focus group discussions to gather in-depth insights and foster open dialogue about the organization’s values.
- Example focus group prompts:
- Let’s discuss how our values are reflected in our workplace culture.
- What changes would you suggest to better align our actions with our stated values?
- Observations: Observe meetings, decision-making processes, and everyday interactions to see how values are being practiced.
Data Analysis (1-2 weeks)
- Quantitative Analysis: Analyze survey data to identify trends, patterns, and areas of agreement or discrepancy.
- Qualitative Analysis: Review notes from interviews and focus groups to extract themes and insights.
- Gap Analysis: Compare the stated values with the actual behaviors and practices identified through data collection. Identify any gaps or misalignments.
Reporting and Recommendations (1 week)
- Compile Findings: Create a detailed report that summarizes the findings from the data analysis. Include both quantitative and qualitative insights.
- Highlight Strengths and Weaknesses: Identify areas where the organization’s values are well-implemented and areas that need improvement.
- Provide Recommendations: Offer actionable recommendations to address gaps and reinforce values. These may include:
- Revising the stated values to better reflect the actual culture.
- Implementing training programs to educate employees about the organization’s values.
- Improving communication strategies to consistently promote values.
- Integrating values into performance evaluations and reward systems.
Implementation and Follow-Up (Ongoing)
- Develop an Action Plan: Work with leadership to develop an action plan based on the recommendations in the report. Assign responsibilities and set timelines for implementation.
- Communicate Findings and Actions: Share the audit findings and action plan with the entire organization to ensure transparency and buy-in.
- Monitor Progress: Establish metrics to track the implementation of recommendations and the alignment of values over time. Conduct periodic follow-up audits to assess progress and make necessary adjustments.
Best Practices
- Ensure Confidentiality: Assure participants that their responses will be confidential to encourage honest and open feedback.
- Engage Leadership: Secure commitment from top leadership to support the audit process and the implementation of recommendations.
- Promote Participation: Encourage broad participation from all levels of the organization to gain a comprehensive understanding of the values in practice.
- Be Inclusive: Consider the perspectives of diverse groups within the organization, including different departments, roles, and demographics.
- Focus on Continuous Improvement: Treat the audit as an ongoing process rather than a one-time event. Regularly revisit and refine values to keep them relevant and impactful.
By following this simple guide, organizations can conduct a thorough review of their existing values to ensure that they are genuinely reflected in the culture and operations, and make necessary adjustments to foster a cohesive and value-driven environment.
Risk Alternatives provides training and support for organizations that want to improve their resilience, sustainability, and growth. For more information, email info@riskalts.com or call 608-709-0793.
