What are company values? 

The very pillars on which a company stands should be built around the core values in which that company conducts itself. It is these values that will ultimately help drive their vision and the company’s decision-making process.

How to define your company values

Not only will these values be unique to them, their employees and organisation, but they will also provide direction as their business continues to grow and expand. 

When defining values, it is key to remember these two key points: 

  • There is no RIGHT or WRONG way of doing this, they are unique to that organisation
  • Don’t just write down your values, the organisation should live and breath them. 

Where should I start? 

It is critical when trying to look at the larger scope for employers to get outside the office, go for a walk, maybe even go for a little swim, anything that doesn’t surround them with four walls. Sometimes locking themselves in a room till it comes to them can be the worst way to conjure up inspiration.

 Who should be involved in this process?

The values that organisations choose will be lived and breathed by their employees, the very idea of not involving them in this decision-making process would be a huge mistake!

However, sometimes it may not be feasible to have all the employees gathered around in one place at one time sharing their opinions. That’s why it is a good idea to just have the head of departments there to share a voice on the employee’s behalf, thus ensuring every member of that organisation has a voice that is being heard. 

What should be discussed? 

Here are some quick examples that wpuld ensure the conversation does not sway and remains focused: 

  • When you think of our company what are you most proud of?
  • What is it that keeps us turning up to every day?
  • What do you believe to be a fundamental aspect of this organisation?
  • When things get tough what is the guiding force to a resolve?
  • If you were to describe the company in one word what would it be? 

What will be the outcome? 

The outcome is up to the organisation, most likely they will have come away with a list of potential values that they hold dear. However, they may feel they would like to reduce that list further and that completely fine. 

Taking a few days for everyone to remove themselves from the discussion and then regroup with a fresh perspective and clearer mindset can word wonders. Simple tricks such as this can have an overwhelmingly positive effect on your decision making if implemented well. 

What next? 

Assuming that you have a hard copy of values and are all ready to roll, there’s only one thing left for you to do. 

Values aren’t about writing them down just for managers to tick a box, it’s about LIVING THEM. They should be at the centre of an organisation and be demonstrated in everything that the business does going forward.