Sterling Hoffmans Core Values

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Information about Sterling Hoffmans Core Values

Published on December 9, 2008

Author: shrotriyarakesh

Source: slideshare.net

Sterling-Hoffman’s Core Values This lesson explains what our company’s core values are, and how we use them to make important decisions about the company

In this lesson, you will learn: 1) Why Core Values are Important; 2) What Sterling-Hoffman’s core values are; 3) Some questions that Executives in Toronto use to evaluate whether employees are living the values or not; 4) About the Quarterly and Annual Value Awards for Managers;

Why are Core Values important? Sterling-Hoffman should be MORE to employees than a place to earn a salary; it should help you become a better human being. Core Values show employees how to behave and how NOT to behave; Core Values help reduce problems like ‘groupism’; Core Values teach employees in India how to earn the respect of senior managers in Toronto;

Sterling-Hoffman should be MORE to employees than a place to earn a salary; it should help you become a better human being.

Core Values show employees how to behave and how NOT to behave;

Core Values help reduce problems like ‘groupism’;

Core Values teach employees in India how to earn the respect of senior managers in Toronto;

How does HQ Management use Core Values? When deciding who to promote into management, they ask: ‘Can this person teach our core values to others? When deciding what salary increase to give, they ask: ‘Does this person live our values?” When deciding to bring someone to North America, they ask: ‘Does this person truly understand our core values?’

When deciding who to promote into management, they ask: ‘Can this person teach our core values to others?

When deciding what salary increase to give, they ask: ‘Does this person live our values?”

When deciding to bring someone to North America, they ask: ‘Does this person truly understand our core values?’

Core Value: WORK HARD Above average results require an ABOVE AVERAGE work ethic; Always do more than you get paid to do; Be PRO-active, not reactive! If it doesn’t take hard work, it probably isn’t worth achieving

Above average results require an ABOVE AVERAGE work ethic;

Always do more than you get paid to do;

Be PRO-active, not reactive!

If it doesn’t take hard work, it probably isn’t worth achieving

Core Value: WORK HARD When HQ Management is evaluating employees for the WORK HARD value, they ask questions like: Does this employee take on more work than his/her basic responsibility? Does this employee offer to come in on weekends when necessary? Does this person take long lunches, get distracted, and play games when he/she should be working, or do they stay hyper-focused on getting things done?

When HQ Management is evaluating employees for the WORK HARD value, they ask questions like:

Does this employee take on more work than his/her basic responsibility?

Does this employee offer to come in on weekends when necessary?

Does this person take long lunches, get distracted, and play games when he/she should be working, or do they stay hyper-focused on getting things done?

Core Value: STRAIGHT TALK Straight Talk means being DIRECT and BLUNT with your co-workers and manager; Straight Talk means NOT spreading rumors in the pantry or outside the office, but only relaying honest information; Straight Talk is not supposed to be EASY. But it is necessary. Don’t just complain. Provide creative solutions.

Straight Talk means being DIRECT and BLUNT with your co-workers and manager;

Straight Talk means NOT spreading rumors in the pantry or outside the office, but only relaying honest information;

Straight Talk is not supposed to be EASY. But it is necessary.

Don’t just complain. Provide creative solutions.

Core Value: STRAIGHT TALK When HQ Management is evaluating employees for the STRAIGHT TALK value, they ask questions like: Does this employee give Toronto BAD NEWS about the company, or does he always say things are good – even when they are not? Is this employee honest with their manager when they are upset or have a problem? Does this employee start bad rumors in the pantry, or do they try to be honest at all times?

When HQ Management is evaluating employees for the STRAIGHT TALK value, they ask questions like:

Does this employee give Toronto BAD NEWS about the company, or does he always say things are good – even when they are not?

Is this employee honest with their manager when they are upset or have a problem?

Does this employee start bad rumors in the pantry, or do they try to be honest at all times?

Core Value: STAY HUMBLE People deserve respect for their ACTIONS, not their STATUS; Why do CEO’S in North American companies use the same toilet as the office boy? Stay Humble means that JOB STATUS should never equal SOCIAL STATUS; Job Status does NOT equal Social Status Keep your EGO in control and Keep Learning! Stay Humble means you can always admit when you are wrong.

People deserve respect for their ACTIONS, not their STATUS;

Why do CEO’S in North American companies use the same toilet as the office boy?

Stay Humble means that JOB STATUS should never equal SOCIAL STATUS;

Job Status does NOT equal Social Status

Keep your EGO in control and Keep Learning!

Core Value: STAY HUMBLE When HQ Management is evaluating employees for the STAY HUMBLE value, they ask questions like: Does this person accept criticism easily, or do they try to defend themselves and never learn? Does this employee give basic respect to the office boy and cleaning staff, or only to senior managers? Does this employee understand their own weaknesses, or do they act as if they are perfect?

Does this person accept criticism easily, or do they try to defend themselves and never learn?

Does this employee give basic respect to the office boy and cleaning staff, or only to senior managers?

Does this employee understand their own weaknesses, or do they act as if they are perfect?

CORE Value: Dream, Think, and DO: BIG Growth is a key Goal – to grow BIG, you have to THINK BIG. To Grow, you must first be unsatisfied; Forget the mountain you climbed yesterday – focus on the mountain you are going to climb TODAY; Sterling- Hoffman wants to reward people who help to expand our vision, push us higher and harder, and take bold actions;

Growth is a key Goal – to grow BIG, you have to THINK BIG.

To Grow, you must first be unsatisfied;

Forget the mountain you climbed yesterday – focus on the mountain you are going to climb TODAY;

Sterling- Hoffman wants to reward people who help to expand our vision, push us higher and harder, and take bold actions;

CORE Value: Dream, Think, and DO: BIG When HQ Management is evaluating employees for ‘Dream, Think and Do: Big’ – We ask questions like: Does this employee give us new ideas for how to expand and grow? Is this employee a source of innovation? Has this employee shown an ability to break with traditional thinking? Is this employee ambitious about achieving the company’s goals?

Does this employee give us new ideas for how to expand and grow?

Is this employee a source of innovation?

Has this employee shown an ability to break with traditional thinking?

Is this employee ambitious about achieving the company’s goals?

Summary: Sterling-Hoffman has four (4) core values: WORK HARD STRAIGHT TALK STAY HUMBLE DREAM, THINK, AND DO: BIG If you want to advance in our company, you MUST learn these values and demonstrate them in you behavior.

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