Ei | dragonfish

Launching and embedding
company values

Ei Group

3 out of 5

of the highest employee survey scores were about understanding our vision and values

5.6%

YoY increase

on employees survey scores for 'My manager motivates and inspires me'

The challenge

Ei Group, back in 2016, were embarking on a significant change programme in response to evolving market needs. A new vision – ‘to be recognised as the most innovative, progressive, value-creating portfolio manager of pubs and property in UK’ – was underpinned by a new set of values.

Our brief was to bring these values to life, inspiring and motivating employees to embrace change. Over the last two years, we’ve worked in partnership to achieve this and really embed their values into their day-to-day culture.

The solution

Define, launch and embed values
We simplified the values framework, delivering a strategic narrative and values hierarchy. We then creatively interpreted the values; creating a visual shorthand, colour palette and iconography that was used across a range of materials for the Senior Leadership Launch.

To embed the values within the organisation we developed a roadmap, this included two interactive games – ‘The Values Party’ to build familiarity with the values and a ‘Spin the Bottle’ scenario-based game aimed at putting the values into practice. Each team then produced a Values Charter driving commitment, behaviour and action. We supported this with a recognition programme to celebrate the values in action.

Behavioural framework

Six months after launching the values,we worked with teams to develop an Ei behavioural framework which clearly explained what living the values means as a leader, manager and colleague. This tool was then used to support values based recruitment ensuring people are recruited based upon best cultural fit. We produced a useful values-based recruitment guide for all managers containing best practice tips and values-based interview questions.

Manager skills training – behavioural feedback

A new appraisal and reward process linked to performance against Ei’s values and behaviours highlighted the need to upskill managers on giving and receiving values-based feedback. We scripted a bespoke training session, introduced a feedback model, developed supporting tools and facilitated training sessions to upskill managers.