Additional values employees must focus on and pay attention to

Organizational Priorities are the third component of Core Culture. However, they are not part of Organizational Identity. Priorities are the values that further guide the organization. That is to say, they enable the organization to achieve its goals and build an engaged workforce. Priorities are additional principles and values that employees must focus on and practice.

Two type of organizational Priorities

There are two types of organizational Priorities. To clarify, there are strategic Priorities and universal Priorities.

Strategic and Universal Priorities
Strategic and Universal Priorities



1. Strategic Priorities

Strategic Priorities are a part of the Core Culture. They are the strategic values because they align with the organization’s Vision and Goals. Therefore, incorporating these strategic Priorities into the core of the culture ensures that the culture will support organizational success.

Strategic Priorities are values specifically related to an external, customer, and market focus. You can uncover them by understanding what the organization needs to focus on in order to achieve its business goals. If the economy is undergoing a recession, then cost control might be a strategic Priority. Or if competition is moving quickly to take over future markets, then speed might be a strategic Priority. Therefore, strategic Priorities change over time as the organization’s strategy changes.

There is no generic list of strategic Priorities. These Priorities are specific to the organization and its strategy. Although organizations in a similar industry may have similar strategic Priorities.

2. Universal Priorities

Universal Priorities are values that have an internal, employee focus. To clarify, these Priorities are the areas the company needs to focus on to have an engaged workforce. These values are universal to all organizations. To explain, universal Priorities nurture an enriching and motivating workplace. This type of workplace stimulates exceptional efforts and heightened loyalty.

To clarify, in an ideal world, these values would not be differentiators. But organizations do not uniformly live these values. Therefore, the presence of these values enhances the competitiveness of the organization. However, the absence of these values deters an organization from achieving its potential.

Universal Priorities Drive Employee Engagement

The universal Priorities consist of the following values: fit, trust, caring, communication, achievement, and ownership.

FIT: Do I fit?

  • Meaningfulness
  • Harmony

TRUST: Do I trust them?

CARING: Do they care about me?

  • Relationships
  • Belonging
  • Camaraderie
  • Teamwork
  • Friendship
  • Support

COMMUNICATION: Am I informed and do they listen?

ACHIEVEMENT: Am I growing, developing, achieving?

  • Feedback/Progress
  • Recognition
  • Learning/Development

OWNERSHIP: Do I feel like an owner?

  • Autonomy
  • Involvement
  • Flexibility

Work is more than an economic transaction. Therefore, addressing the social and human side of the worker is key to achieving optimal performance.

An employee engagement survey identifies the universal Priorities that a company needs to focus on and pay attention to.

Workplace Culture InstituteContact Sheila to help you increase employee engagement and build your culture of distinction.

Her firm Workplace Culture Institute is based in Atlanta, serving clients globally.


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