I’ve been reflecting on values lately and find myself wondering what makes them stand the test of time. As a creative, by nature, I’m interested in branding and how trends change. The best brands, in my opinion, are simple, strong, and backed by tangible values that reflect in their work and the lived experience of their teams.
If you want to create organizational values that last, you need to know what they are, what they should do, and what to avoid. Here’s your guide.
Key Takeaways
- The importance of values for company culture and advancement
- How to achieve retention, emotional resilience, and accountability through value work
- The qualities you need for values that actually work and mean something
- Strategies for creating organizational values that last
What Are Organizational Values?
Organizational values are the guiding principles of a company. They guide culture, day-to-day experience, and the organization's larger mission. It’s a framework that defines identity, helping employees and leaders interact with intention.
Why Do Organizational Values Matter?
Values matter because they shape day-to-day experience and the forward momentum of your company. They should be the place you return to when you need guidance or direction, aiding your decision and boosting your morale.
Creating organizational values that last is something every company should invest in, because values that really matter will transform how workers experience their work environment and their overall experience. Values serve as a measure for employees and as talking points for alignment and engagement.
What Happens When You Create Organizational Values That Last?
You will retain the right people. The World Economic Forum reported that 87% of workers consider it crucial for their values to align with the companies they work for. When a company has strong, recognizable values, it attracts talent that shares those values and creates a stronger culture. They’ll have a reason to invest more strongly in their work and the mission overall.
As a group, you become more emotionally resilient. Organizational resilience is hugely important in the current market. It means your company can remain agile and active during crises without losing focus or momentum. It doesn’t mean relentless success or endless progress—it means your organization is resilient enough to weather difficulties without losing focus or team members.
Accountability is enhanced at every level. When values are clearly defined and consistently reinforced, everyone understands what success looks like in their role. This creates a shared standard for performance, conduct, and follow-through. It reduces ambiguity, increases ownership, and promotes transparency.
How Do You Create Values That Last?
Your organizational values need to be:
Realistic. Don’t get lofty! Instead of shooting for perfection, choose values that are aspirational yet attainable. Instead of declaring a value of “Perfection,” go for “Continuous improvement” instead. Perfection is unrealistic, but a commitment to steady progress helps people stay motivated and solution-focused.
Specific. It’s easy for the company values to become empty words on a wall. You don’t want your values to apply to just any organization, anywhere. Dig into your organization’s unique needs and vision, and build from there. Instead of making a value “Respect”, try something like “Have each other’s backs.” Respect can be defined in many ways, but having each other’s backs is more applicable and understandable (and colloquial).
Simple. Don’t overdo it with synonyms! Use the language your team uses. You want your values to be easy to remember—the goal is to have people recite them confidently. You can use an acronym to help with this, but don’t force it. Authenticity is the most important thing.
If you’re struggling with where to start your values work, we can help. The right tools will unlock new insights into what makes individuals, teams, and organizations.
Ultimately, the correct values help create a culture where commitments are honored, issues are addressed sooner, and progress is measured more honestly and effectively. The best values are authentic to your workers, organization, and leadership. Start by making them honest, and the rest will fall in line.
