Five Ways to Implement Core Values into Daily Operations

An organization’s Core Values should guide everything they do. Core Values distinguish an organization’s identity. This can directly impact recruitment and retention strategies. Over half of U.S. employees choose to work at organizations based on their Core Values. When organizations clearly outline their Core Values, it attracts like-minded individuals who fit in with the desired company culture. Core Values influence employee behavior and set a standard for interactions with coworkers, leaders and clients.

A few years ago, I worked at an organization that truly integrated its Core Values into all aspects of its operations. These values influenced decisions, conversations with coworkers, employee development, and leader accountability. Business decisions were weighed against Core Values. Leaders would often go into meetings with differing opinions on projects and initiatives, but the one thing they all had in common was a commitment to the Core Values. Employees at that organization could clearly articulate the Core Values and how these were demonstrated in their specific roles. The values were not just slogans or handbook entries; they were actively practiced. Unfortunately, this level of commitment to Core Values is rare among organizations.

It starts with you. Your leadership, your influence, your communication matters. When leaders do not exemplify the Core Values, it can undermine the organization’s culture and mission. For an organization to achieve cohesion through Core Values, they need to be part of conversations at all levels. They should be embodied to the point that a new employee can identify some of the values just by going through the interview and onboarding process. Core Values help hold everyone accountable for their behavior, preventing issues like microaggressions and negative work environments.

Here are some steps leaders can take to implement Core Values into daily operations:

1. Reintroduce the Core Values. Provide information on why Core Values are so important to the organization’s mission and to the work culture. Emphasize the benefits of incorporating Core Values into daily operations and link it to organizational success.
2. Get buy-in from leaders. Work with department heads to establish how each Core Value is displayed within their function. The more supporters a leader recruits, the greater the influence on the organization’s culture will be.
3. Obtain employee participation. Allow employees to give feedback to their leaders on what the Core Values mean to them within their specific roles. Assemble a group of employees who support the need for change and who have enough clout in the organization to influence peers.
4. Build implementation strategies and expectations. Core Values should be incorporated into new employee orientation, team meetings, all-hands meetings, training and goal setting. Recognize employees who excel in practicing Core Values. This encourages others to follow suit and provides clear examples of desired behaviors.
5. Walk the walk. Set an example for employees by demonstrating the Core Values in your speech, actions, and decision-making. Model the behavior expected of the employees.

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Some source excerpts: Qualtrics, HRCI