Core values are more than just words on a wall. They serve as the foundation for organizational culture, guiding decision-making, behavior, and interactions both internally and with customers. But too often, companies treat their core values like wall art: printed, framed, and forgotten. While the values may look good on paper, they only become meaningful when employees feel they have had a hand in creating them. Values that are co-created with input from employees become a powerful tool for engagement, buy-in, and long-term cultural alignment.
Chellie Phillips, author of Culture Secrets, emphasizes the importance of engaging teams from all levels in the process. “If you want employees to live the values, let them help create them,” she says. By giving employees a voice in shaping these principles, leaders foster a sense of ownership and connection to the company’s mission, making values not just something employees agree with but something they actively embody.
Effective Methods for Engaging Employees in Values Creation
One effective exercise involves “Values Story Circles.” In this activity, small groups of employees reflect on the best workplace experience they’ve ever had and share the stories behind those experiences. Leaders guide these discussions by helping the group identify the underlying values that made those experiences meaningful. Through this exercise, themes like respect, creativity, accountability, and collaboration often emerge. These values become visible in real stories that employees connect with on a personal level.
Another approach is a “Culture Card Sort.” In this exercise, employees are given a set of value-related words or phrases such as “transparency,” “agility,” and “teamwork.” They are then asked to sort the words into categories: “Very Important,” “Somewhat Important,” and “Not Important.” As employees participate in this process, patterns emerge across the organization that reveal what employees prioritize. These results can inform the development of core values that resonate with the entire workforce, ensuring the values reflect the collective identity of the company.
Examples of Values in Action
While companies like Zappos and Patagonia have long been recognized for their employee-engagement practices, many more recent companies have adopted similar methods to engage their teams in defining core values. For example, Airbnb, known for its commitment to inclusivity and belonging, has implemented a process called “cultural anthropology,” which includes interviews, feedback sessions, and employee surveys to refine its core values. This practice ensures that employees at all levels contribute to shaping the values that define their brand, ultimately leading to greater alignment between their internal culture and the customer experience.
Another example is Salesforce, a company that takes a unique approach by actively involving its employees in social responsibility initiatives and philanthropic efforts. Salesforce has made employee engagement a priority in its values creation process, with team members playing an integral role in defining the company’s values related to diversity, innovation, and community involvement. This has not only led to increased employee retention but also strengthened Salesforce’s reputation as a company that genuinely lives its values.
The Impact of Employee-Informed Core Values
According to Gallup, employees who strongly agree with their organization’s values are four times more likely to be engaged at work. Engaged employees are more productive, more likely to go above and beyond, and are less likely to leave the company. This high level of engagement is especially critical in today’s workplace, where talent retention is a significant challenge. When employees feel their values align with the company’s mission, they are more likely to stay with the organization for the long haul.
Leaders who involve employees in values creation also send a message: “Your voice matters here.” It’s a powerful way to boost morale, foster trust, and encourage long-term alignment. When employees see that their opinions are valued, they are more likely to feel a sense of loyalty and accountability to the organization’s success.
Building Trust and Long-Term Alignment
Another key benefit of involving employees in values creation is the message it sends about leadership style. Leaders who are willing to listen to their employees and incorporate their input are seen as approachable and empathetic. This helps build trust and transparency, which are critical components of a healthy organizational culture. When employees are part of defining the company’s values, they are more likely to hold each other accountable for living those values in their daily work. This accountability contributes to a culture of excellence and long-term alignment.
For organizations looking to strengthen their core values and build a culture of trust and engagement, it’s essential to prioritize employee involvement from the outset. Start by engaging employees in meaningful conversations about what truly matters to them, what drives their performance, and what makes them proud to work for the company. These discussions will not only help shape the company’s values but will also serve as a powerful catalyst for employee engagement and cultural transformation.
Visit www.chelliephillips.com for tools and templates to facilitate these conversations in your organization.
About the Author
Chellie Phillips is a workplace culture expert, nationally recognized speaker, and international best-selling author of Culture Secrets. She helps leaders create thriving, people-first organizations using her proven V.A.L.U.E. Culture Formula. Learn more at www.chelliephillips.com.
Disclaimer: Results mentioned in this article and on any linked websites may vary and are not guaranteed. The information provided is for educational purposes only and should not be considered professional advice.
