Values and Behaviours
Guidance on Values and Behaviours for the Estates Department.
One Team
What does this mean?
We look outside of our own job or area of work, to support each other and share our knowledge and experience across the whole department.
What does this mean for Managers/Leaders? We encourage our team to take ownership for delivering excellent service through collaboration with other teams.
| We show this by: | Managers show this by: | This means together we're not: |
|---|---|---|
| Working collaboratively across teams | Encouraging departmental collaborations | Working in silos |
| Focusing on common goals | Supporting the team to achieve departmental goals | Failing to be aware of department priorities |
| Looking for opportunities to help others | Being aware of staff and customer needs and goals | Ignoring issues we could help with |
| Making effective improvements | Welcoming ideas and suggestions | Focusing on negatives and barriers |
| Sharing and learning from experiences | Communicating positively across teams | Failing to learn from failure and success |
Respect
What does this mean?
We recognise the contribution that each of us makes to the department and treat all of our colleagues with respect and consideration.
What does this mean for Managers/Leaders? We take an interest in the team as individuals - valuing their input and communicating with all professionally and with integrity. We value and respect equality and diversity.
| We show this by: | Managers show this by: | This means together we're not: |
|---|---|---|
| Treating others with respect | Ensuring working practices are aligned to our values | Being disrespectful |
| Showing appreciation | Recognising others' contributions | Making others feel undervalued |
| Valuing diversity | Valuing others’ strengths and experiences | Being intolerant towards others |
| Understanding the impact of our behaviour | Promoting and recognising positive behaviour | Ignoring negative behaviour |
| Living our values | Leading by example | Contradicting our values with our behaviour |
People
What does this mean?
We know that everyone in the department matters, and that each person is allowed to be the best that they can be.
What does this mean for Managers/Leaders? We lead, develop, manage and motivate the team. Setting clear goals, we provide the right support and celebrate success.
| We show this by: | Managers show this by: | This means together we're not: |
|---|---|---|
| Understanding and valuing our role | Providing clear direction | Setting unrealistic goals |
| Supporting each other | Proactively developing staff | Failing to support others to achieve |
|
Recognising the importance of work/life balance |
Recognising and discussing the work/life choices of staff | Ignoring the importance of staff wellbeing |
| Giving and welcoming feedback | Providing and responding to constructive feedback | Failing to respond or offering unconstructive feedback |
| Celebrating success and say thank you | Rewarding and recognising good performance | Failing to celebrate success |
Positivity
What does this mean?
We make the department a great place to work by approaching situations with enthusiasm. We do not get discouraged by setbacks, but use them as opportunities to improve.
What does this mean for Managers/Leaders? We create a positive culture where continuous improvement is valued. Acting as an ambassador for the department by demonstrating our engagement and motivating those around us.
| We show this by: | Managers show this by: | This means together we're not: |
|---|---|---|
| Staying upbeat | Seeing mistakes as learning opportunities | Complaining without suggesting improvements |
| Being happy when others succeed | Getting the best out of people | Failing to recognise other’s success |
| Being enthusiastic | Enthusing others | Searching for negativity |
| Challenging negativity | Being a positive role model | Letting our own attitude become negative |
| Having a positive approach to change | Being an ambassador for change | Becoming a barrier to positive change |
Commitment
What does this mean?
We follow through on our commitments to colleagues and customers, and we take responsibility for recognising our errors and putting them right.
What does this mean for Managers/Leaders? We take responsibility for our team’s performance, ensuring individuals are empowered to make decisions in order to meet commitments and do the right thing.
| We show this by: | Managers show this by: | This means together we're not: |
|---|---|---|
| Going the extra mile | Empowering staff to help our customers | Allowing our standards to slip |
| Displaying a ‘can do’ approach | Managing effectively to meet and exceed standards | Walking away from a problem |
| Taking pride in a good job | Encouraging excellent customer service | Passing the blame |
| Owning up to our mistakes | Taking ownership of issues and seek solutions | Avoiding difficult conversations and ignoring concerns |
| Getting the job done | Supporting staff to perform well | Accepting poor performance |