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Your Firm Values – Actual or a Farce?


Having been concerned in numerous tradition change initiatives since 1998, the commonest  suggestions I hear is “Our firm values aren’t actual. They’re nothing greater than phrases on a poster.”

This undermines the exhausting work HR leaders and executives do, to outline and talk them. It’s a typical plight, that has just a few easy – however usually not practiced – options!


Company Values are an essential foundation of culture
Firm Values – are they actual or a farce?

On this video, I share 3 particular habits – with examples – for “Making your organization values actual” – to assist them change into a supply of satisfaction, of steering, and of management suggestions. 

#1 – Do your organization values reveal the most important desired behaviors in YOUR COMPANY?

 Firstly, you may’t copy-and-paste core values.  Secondly, Respect is imprecise.  “Assume constructive intent in all interactions and disagreements.”  is behavioral.  An individual can shift their habits, their communication primarily based on this – and we will acknowledge when that’s or isn’t taking place.  That’s behavioral.  

  1. Integrity is one other good instance – Does this imply “All the time Inform the reality?”  Even when it will get us in bother?  (Enron clearly didn’t make that distinction! Or does Integrity imply “Be clear in actions and selections.”  Or one thing else?
  2. INNOVATION is one other frequent one – does that imply “Observe the principles till they don’t apply”  Is it  “Problem the established order.”  Is it  “Hear deeply to our prospects for unsolved issues.”  Totally different firms have completely different danger ranges and methods to innovate – with Firm Values, folks want it to be clear.

Behavior #2 – What Are the Penalties for Individuals Who Don’t Stay Them? 

If leaders usually are not given suggestions once they violate a core worth – usually they’re getting nice outcomes and nobody needs to take them on – your tradition won’t ever be greater than lip service.  (as a result of the reality is, your tradition is just as actual as the way you present up when there are powerful selections to be made.) 

If in the end, nobody ever will get fired once they repeatedly violate a core worth….

  1. Habits won’t ever change at any degree, 
  2. Which suggests your Firm Values – and the tradition they anchor – might be a joke.  Sorry – simply no solution to sugar-coat this. 
  3. The two-year-old who all the time will get the sweet once they throw a tantrum, is in management. 
  4. The chief who’s verbally abusive is in command of your worker expertise – even past their direct stories, the phrase is out. I’ve seen it over and over – it’s important to promote and handle folks by how they behave – not JUST BY the outcomes they obtain.  
  5. Outline a course of by which individuals obtain sincere suggestions once they’re making others uncomfortable – whereas realizing that nobody is ideal and you’ll’t make everybody pleased.  
  6. Simply do your greatest to make the Firm Values REAL. I’ve labored with many firms who will NEVER promote somebody into management, until they’ve a stellar observe report of suggestions from folks they’ve touched about how they elevate others greater. 

Behavior #3 – CEO and Management Talk them

Citing core values in key selections – technique shifts, change initiatives, reward/recognition applications, hiring and firing – is a great solution to present folks they’re actual.  EG, most recognition ceremonies give shout-outs to individuals who ‘met the numbers’ – however not often speak about HOW they did it to align with the Firm Values.  

OK hope that’s some good meals for thought in your Firm Values – and the way to verify they arrive off the posters into each TALK AND WALK.

Tell us if we may be of any help to you on this course of!

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