Company Values

 With the development of company's reputation and its performances, they often ask their staff to understand their values and work according to their rules and policies. Here are some of the topics that the company want to understand about their values. In Navitas also those values are important and they want their staff to review it every months.

Delivery Promise

When there is limited number of students / customers, it is more easy to deliver the   promises. You can make your client happy and provide clients satisfaction. But when your clients demands increases, in order to delight yours customers, you have to be constantly improving. There is no such things as a prefect services. Whatever it is that you do or make, you can always make it better.  Delivering on your promise is doing what you say you are going to do when you say you are going to do it. Every time you follow through on commitment, small or large, you build trust. And if you go above and beyond, you make an even stronger impression. So, if you say you are going to email prices to your customer by tomorrow, try for today. If you say you are going to air-ship sample products within a week, ship within a week or sooner.

 Clear Communication

How do you express your company values internally? Even the best, most well-planned mission statement are useless if they're hidden away and rarely discussed. Company core values need to be on the big stage, in a bright spotlight, for everyone to see. That's what excellent internal communication does. It continually brings attention to the company values with a steady cadence of reminders about what makes the organisation unique. As we'll see, it's also highlighting examples of how the comapany is living those values.

Here are some of the traditional ways that organisation share their values the workforce.

• Email

• Intranet

• Company website

• All hands meetings/town halls

• Digital signage

• printed posters/signs

• Mailers/newsletters

• Collaboration systems

Embrace Change

It’s almost always a given—people and departments within an organization will resist attempts to change. It’s also true that you need buy-in from just about everyone to ensure that change actually works. To achieve this goal:

• Be transparent about what change is coming and its impact on the business.

• Reward outstanding participation by employees in making change a reality.

• In your employee communications, always be upbeat and optimistic about the change you want to bring to the organization.

Most of all, remind employees that “we’re all in this together.” Report on milestones as they are reached and act as the “motivator-in-chief,” so that employees feel reassured that the risk (and benefits) of change are shared by the entire company. This will make them feel more amenable to whatever lies ahead.

Respect

Always treat people the way you want to be treated—with respect. Recognise that, like you, your coworkers, reports, and superiors have rights, opinions, wishes, experience, and competence. They also make mistakes, which are simply lessons to be learned. They have similar concerns and insecurities and share the common goal of wanting to perform their jobs successully.

Respect in the workplace breeds a healthy work environment. A professional, respectful work culture encourages productivity and growth. The staff works optimally knowing they are valued and respected for their ideas as well as their role within the company.

Collaborate

When we talk of ‘team’, the idea of collaboration might seem an obvious one. Yet something we’ve come to understand is that it’s easy to lose sight of it when a company expands and departments begin to work autonomously. Collaboration is one of the core values of the company because it reminds us we won’t thrive without recognising one another’s strengths.

To us, collaboration means ‘listening and evolving together, helping and supporting each other for the sake of a collective goal; reciprocity.’