Company values are closely related to the company\u2019s culture. How to realize the company\u2019s values in the working process and make them visible to others? Many companies focus on their goals and achievements but forget about core values in the working process. Read more: <\/span><\/strong>Ways to Improve the Company\u2019s Culture and Morale.<\/a><\/p>\n Companies cannot start with setting the right goals if they are not sure about values. Values show direction and what is important for the company in the goal-reaching process.\u00a0<\/span><\/p>\n The value statement should show what the company believes in. It\u2019s the backbone that can be referred back to as context for what to do next, how to act, and so on. Think of it as a set of guidelines that demonstrate the \u201csoul\u201d of the company to whoever reads it.<\/span><\/p>\n When the company has already chosen the main values – not only the ones that you can highlight but also the ones that employees have embraced, they can make it \u2018alive\u2019 in company culture. Moreover, values are the soul of the company that needs to be integrated into the employee-related processes. Core values give employees the focus they need to do things the right way.<\/span><\/p>\n \u201c<\/span>Culture is living values. Values are written words, and your culture is how you actually live [them]<\/span><\/i>.\u201d \u2013 <\/span>Jeff Lawson.\u00a0<\/a><\/strong><\/span><\/p>\n \u201cValues are verbs, things we do.\u201d<\/span><\/i> – <\/span>Simon Sinek.<\/a><\/strong><\/span><\/p>\n It means that values \u2018follow\u2019 each goal. The process of reaching the goal is made of many actions, including the company’s soul – <\/span>values.<\/span><\/i><\/p>\n If the value is expressed as a verb, it could be fulfilled in real life because it contains actions.\u00a0 Values that are defined as nouns, for example, respect, integrity, etc. are understandable but employees do not know how to fulfill that in their working process. For instance, within an organization, the value ‘respect’ should be replaced by ‘be humble’ as a verb.\u00a0<\/span><\/p>\n In fact, 55% of all <\/span>Fortune<\/span><\/i> 100 companies claim integrity is a core value, 49% espouse customer satisfaction, and 40% tout team-work. While these are inarguably good qualities, such terms hardly provide a distinct blueprint for employee behavior.\u00a0<\/span><\/p>\n There is no reason to choose values just because you need to set them. Empty value statements create cynical and dispirited employees, alienate customers, and undermine managerial credibility. <\/span>In fact,<\/span> 80% of the <\/span>Fortune<\/span><\/i> 100<\/em> tout their values publicly \u2014 values that too often stand for nothing but a desire to be familiar or politically correct.<\/span><\/p>\n Meaningful values<\/span><\/i> can set a company apart from the competition by clarifying its identity and serving as a rallying point for employees. But coming up with strong values and sticking to them\u2014requires real guts.<\/span><\/p>\n Understanding the values contribute to the performance of the company. Companies, therefore, should establish some basic definitions to ensure that people know what they\u2019re talking about and what they\u2019re trying to accomplish. There are 4 categories of organizing values.\u00a0<\/span><\/p>\n Enliven values are possible only when employees believe in the company\u2019s values and follow them. The best values are formulated by small teams that include the CEO and a handful of key employees. It is important because employees who worked at the company for a long time could spread the true values and suggest them to the CEO. Read more: The 3 Common Mistakes in Employee Engagement.<\/strong><\/a><\/span>Setting the right values for the company<\/b><\/span><\/h3>\n
The importance of core values<\/b><\/h3>\n
The connection between the values and goals<\/b><\/h3>\n
Enliven core values<\/b><\/h3>\n
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What leaders can do to bring to life their company values:<\/b><\/h3>\n
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Engagement of employees<\/b><\/h3>\n
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