Understanding core values
Core values answer the question "What do we believe in?" They guide behaviour when no one is watching and help employees make decisions without direct supervision. When lived authentically, values shape culture and differentiate organisations.
Values purpose
- Guide decision making
- Shape desired behaviours
- Attract aligned talent
- Define company identity
Values in action
- Hiring and selection
- Performance evaluation
- Recognition and rewards
- Strategic decisions
Effective values
Strong core values share certain characteristics:
What makes values effective
Developing core values
- Reflect on what matters: What beliefs guide decisions today?
- Involve stakeholders: Gather input from employees at all levels
- Look at behaviour: What do your best performers exemplify?
- Be honest: State what you actually believe, not aspirations
- Make choices: Values that apply to everyone aren't distinctive
- Test for meaning: Would you hire or fire based on this value?
- Define behaviours: What does living this value look like?
Aspirational values are dangerous
Values should describe who you are, not who you wish to be. Stating values you don't live creates cynicism and distrust. If "innovation" is a value but risk-taking is punished, employees notice the gap. Be honest about your actual values.
Embedding values
In hiring
- Include values in job postings
- Ask behavioural questions
- Assess for values alignment
- Reject misaligned candidates
In operations
- Include in performance reviews
- Recognise values-aligned behaviour
- Reference in difficult decisions
- Address violations consistently
Common values mistakes
Generic values
"Integrity, excellence, teamwork" appear in countless company values. If every company could claim your values, they're not distinctive. Make choices that reflect your unique beliefs.
Values-behaviour gap
Stating values that leadership doesn't model destroys credibility. If "people first" is a value but layoffs happen without warning, employees see the hypocrisy. Live your values or change them.
No consequences
Values without accountability are meaningless. If high performers violate values without consequence, the message is clear: results matter more than values. Enforce consistently.
Key takeaways
Company core values are fundamental beliefs that guide behaviour and decisions. Effective values are specific, actionable, and authentic. They become real when embedded in hiring, performance management, and daily decisions - not just displayed on walls.
RosterElf's staff management helps organisations live values like fairness and transparency through consistent, employee-friendly workforce practices.
