Values guide HOW things are done

27 June 2025|blog culture strategic-hr

People will often hear me say, how you do things is just as important as what you do! Aligning with the quote, ‘It isn’t what you do, but how you do it.’ (John Wooden) or a bit also like, ‘Its not what you say but how you say it!’ (Mae West). I was reminded of this recently when I heard a lady talking about being made redundant in a role after 4 years and how it was handled so poorly and she aside from being disappointed thought that she deserved to be treated in a kinder way – and she probably was. So it wasn’t the redundancy that was the real issues for her, it was how it was done that caused the dissatisfaction and bad feelings.

And it’s usually not the message that is given that is the problem, it is the way in which it is delivered. Whether you are talking about redundancy, unsatisfactory performance, workplace conflict, organisational change or other workplace issue. The way in which it is done, is always where the problem lies for people who have been on the end of a difficult message. Sometimes how it is done isn’t compliant with legislation, communication is poor or there is a lack of empathy or understanding required. Or it can be a poor process, not consultative or anything that isn’t conducive to a good outcome.

You can also look at it the other way too as lots of positive messages of reward, recognition or similar often don’t have the same impact and outcome if it is not delivered in a way that could. For example, a dramatic one at that, but throwing movie tickets on someone’s desk to say thank you isn’t going to have the same effect as giving them to someone and expressing your appreciation and gratitude for their efforts and contribution.

Thinking about this deeper also leads me to think about organisation values and culture. This is where what you do really is important. It’s not about how you do it but it’s about how you exemplify the behaviours that align with the values of the organisation that then creates the culture. Culture isn’t created through people doing things, it is created through how people do things. Organisational values give guidance to decision making, behaving and communicating in the workplace, so again how things are done (not what is done).

Think about how you do things because really when you think about what you do is important but how you do it makes the difference. That’s why organisational values are important and that is why its important to have engaged, happy, satisfied leaders and employees, living those values to make your organisation compliance and successful.

The process, approach, attitude and values guiding actions impact the outcome. The ‘what’ is done is necessary however the ‘how’ it’s done shapes the experience and impact of the action or communication. The ‘how’ is key. The ‘how’ is the manner, approach and execution over ‘what’ you are doing, it impacts the outcome and perception of the action, even more than the action itself.

At HR Business Direction, we do what we do but do it with care, authenticity, energy and holistically and that makes us different and can help you with how you do things to align with legislation and maximising performance and productivity. Contact us here if we can help you as a leader or your team to focus on how they do what they do.

Leisa Messer BBus(HRM); GradDipIR; FCPHR
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
hrbd.com.au