The Power of Values: A Guide to Transforming Company Culture
January 17, 2025, 9:53 am
Location: United States, District of Columbia, Washington
Employees: 1001-5000
Founded date: 1935
In the corporate world, values are the bedrock of culture. They are the compass guiding decisions and actions. Yet, many companies treat values like wallpaper—nice to look at but easily ignored. This neglect can lead to disconnection and disengagement among employees. It’s time to change that narrative.
Values should not be mere words on a website. They should pulse with life, shaping the daily operations of a company. When values resonate, they create alignment. They foster trust. They drive performance. But how do we breathe life into these ideals?
First, let’s recognize the problem. Many organizations define their values during significant moments—founding, rebranding, or leadership changes. However, these values often become stagnant. They sit on the About Us page, gathering digital dust. Employees may know them, but they often feel disconnected. This disconnect is a missed opportunity.
Values are powerful tools. They can create a vibrant culture. They can empower teams to act with autonomy. Yet, for many, values remain underutilized. The Latin root of the word "value" means "to be worth" or "to be strong." Living by values requires courage. It means standing firm in what matters most.
Shared values unite individuals. They create a common purpose. When everyone is on the same page, trust flourishes. Teams can focus on meaningful actions, even amid uncertainty. This unity is crucial in today’s fast-paced world.
Moreover, strong values differentiate companies in the marketplace. They articulate a company’s "why." This is vital. Customers are drawn to brands that resonate with their beliefs. They don’t just buy products; they buy into a vision.
Refreshing company values is not about branding. It’s an introspective process. It requires asking two essential questions: Who are we now? How do we want to operate in a constantly evolving world? The best values emerge from collaboration. Start by asking your team, “What’s most important to you?” Collect their responses. Look for patterns. You might uncover surprising insights.
In one organization, employees prioritized wisdom, integrity, and achievement. Leadership had assumed the focus was on service and stability. This misalignment highlighted the importance of listening. When employees feel heard, they are more likely to embrace the values. Ownership transforms abstract ideas into shared commitments.
Three is the magic number for company values. Why? Because it’s easy to remember. Think of the three little pigs or the three wise men. Limiting values to three ensures clarity and focus. These values should serve as lenses for decision-making. For example, a customer service agent handling a complaint might ask: “Does this align with our values?” This simple question provides clarity and empowers employees to act confidently.
Values should not be static. They must guide how a company operates. They should influence actions, reactions, and decisions. Elite teams, like Navy SEALs or championship sports teams, exemplify this. For them, values are not theoretical. They are embedded in every action. Over time, these values become second nature.
Companies with strong values consistently outperform their peers. They foster trust and encourage innovation. They navigate challenges with resilience. Teams that know what they stand for move faster and collaborate better. Research shows that connection to company culture leads to increased engagement and reduced burnout.
If your values feel outdated, it’s time to revisit them. Values should reflect who you are today, not who you were years ago. They must be relevant, actionable, and aligned with your organization’s goals. Start by listening to your team. Identify shared personal values. Refine those insights into three clear, actionable organizational values.
These values should inspire, guide, and energize—not overwhelm. When done well, values become more than statements. They become your identity. They build trust. They drive performance. They create cultures that people want to be part of.
The connection between food and wellbeing, as highlighted in recent studies, mirrors the importance of values in a corporate setting. Just as food satisfaction correlates with overall wellbeing, a strong alignment with company values correlates with employee satisfaction and performance.
In Japan, a decline in food satisfaction among young people has been linked to weakened family ties. Similarly, in the corporate world, a disconnect from values can lead to disengagement. Both scenarios highlight the need for connection—whether through shared meals or shared values.
As organizations evolve, so too should their values. They must adapt to the changing landscape. Values should be living, breathing entities that guide every decision. They should resonate with employees and customers alike.
In conclusion, it’s time to rethink your company’s values. The secret to a thriving, connected team might be closer than you realize. Embrace the power of values. Transform them from mere words into actionable tools. Build a culture that inspires trust and drives performance. The journey begins with a simple question: What truly matters?
Values should not be mere words on a website. They should pulse with life, shaping the daily operations of a company. When values resonate, they create alignment. They foster trust. They drive performance. But how do we breathe life into these ideals?
First, let’s recognize the problem. Many organizations define their values during significant moments—founding, rebranding, or leadership changes. However, these values often become stagnant. They sit on the About Us page, gathering digital dust. Employees may know them, but they often feel disconnected. This disconnect is a missed opportunity.
Values are powerful tools. They can create a vibrant culture. They can empower teams to act with autonomy. Yet, for many, values remain underutilized. The Latin root of the word "value" means "to be worth" or "to be strong." Living by values requires courage. It means standing firm in what matters most.
Shared values unite individuals. They create a common purpose. When everyone is on the same page, trust flourishes. Teams can focus on meaningful actions, even amid uncertainty. This unity is crucial in today’s fast-paced world.
Moreover, strong values differentiate companies in the marketplace. They articulate a company’s "why." This is vital. Customers are drawn to brands that resonate with their beliefs. They don’t just buy products; they buy into a vision.
Refreshing company values is not about branding. It’s an introspective process. It requires asking two essential questions: Who are we now? How do we want to operate in a constantly evolving world? The best values emerge from collaboration. Start by asking your team, “What’s most important to you?” Collect their responses. Look for patterns. You might uncover surprising insights.
In one organization, employees prioritized wisdom, integrity, and achievement. Leadership had assumed the focus was on service and stability. This misalignment highlighted the importance of listening. When employees feel heard, they are more likely to embrace the values. Ownership transforms abstract ideas into shared commitments.
Three is the magic number for company values. Why? Because it’s easy to remember. Think of the three little pigs or the three wise men. Limiting values to three ensures clarity and focus. These values should serve as lenses for decision-making. For example, a customer service agent handling a complaint might ask: “Does this align with our values?” This simple question provides clarity and empowers employees to act confidently.
Values should not be static. They must guide how a company operates. They should influence actions, reactions, and decisions. Elite teams, like Navy SEALs or championship sports teams, exemplify this. For them, values are not theoretical. They are embedded in every action. Over time, these values become second nature.
Companies with strong values consistently outperform their peers. They foster trust and encourage innovation. They navigate challenges with resilience. Teams that know what they stand for move faster and collaborate better. Research shows that connection to company culture leads to increased engagement and reduced burnout.
If your values feel outdated, it’s time to revisit them. Values should reflect who you are today, not who you were years ago. They must be relevant, actionable, and aligned with your organization’s goals. Start by listening to your team. Identify shared personal values. Refine those insights into three clear, actionable organizational values.
These values should inspire, guide, and energize—not overwhelm. When done well, values become more than statements. They become your identity. They build trust. They drive performance. They create cultures that people want to be part of.
The connection between food and wellbeing, as highlighted in recent studies, mirrors the importance of values in a corporate setting. Just as food satisfaction correlates with overall wellbeing, a strong alignment with company values correlates with employee satisfaction and performance.
In Japan, a decline in food satisfaction among young people has been linked to weakened family ties. Similarly, in the corporate world, a disconnect from values can lead to disengagement. Both scenarios highlight the need for connection—whether through shared meals or shared values.
As organizations evolve, so too should their values. They must adapt to the changing landscape. Values should be living, breathing entities that guide every decision. They should resonate with employees and customers alike.
In conclusion, it’s time to rethink your company’s values. The secret to a thriving, connected team might be closer than you realize. Embrace the power of values. Transform them from mere words into actionable tools. Build a culture that inspires trust and drives performance. The journey begins with a simple question: What truly matters?