Company values are not just an empty slogan on a website. But how should values be handled, and what will help make them an integral part of corporate culture? Let our practical tips inspire you.
Corporate values are the foundation that defines a company’s culture and behavior. They are not just words on a website or on the walls of the company’s premises. They should be actively embedded in the daily lives of employees and integrated into all HR processes, such as recruitment, employee motivation, education, and corporate training.
Do you know your company values?
Corporate values are not abstract concepts, but should reflect the company’s “DNA,” guiding its strategy and day-to-day decision-making. When well defined, they help build a strong corporate culture, strengthen teamwork, and attract the right job candidates who identify with them. But how can you ensure that values are not just empty phrases, but real pillars of the organization? It is crucial for management and HR managers to establish these values and then ensure their practical application in the work environment. Values must be based on the deepest meaning of the business. Start with the company’s vision, mission, and identity. And then continue.
Make sure that the values are specific
Avoid abstract and meaningless terms. If necessary, always explain what a particular term means to you. For example, what does the phrase “the customer is our partner” mean? It is too general. Define it! In your company, it means that you always listen actively to the customer and look for tailor-made solutions.
Values should also be measurable and adjustable
If corporate values are to be truly applicable, they must be measurable. For example, if speed and flexibility are corporate values, then in practice 80% of customer requests should be resolved within 24 hours.
Values are not set in stone and unchangeable. It is useful to continuously monitor how they are actually reflected in the work environment. If some employees perceive them as dysfunctional or outdated, it is better to modify and adapt them.
Involve management and employees
Values should not be set solely “from above.” If they are defined only by top management, they often do not reflect the real culture of the company. The ideal approach is to create them by combining input from above (strategy and vision from management) and below (from employees). You can also open up discussion on this topic within the company in the form of workshops, brainstorming meetings, surveys, and questionnaires. This will involve rank-and-file employees in the process, which will increase employee motivation and engagement.
In any case, managers are the main bearers of values. Above all, other employees must see that the declared values work and are implemented in practice.
You can also conduct these surveys in a very convenient and quick online format. The Můj Up mobile app, which companies have access to as part of the Verso package, offers many features. In Surveys, employers can ask their employees anything they want, while in News from the Employer and Praise, they can learn about ideas and feedback.
How do you work with corporate values? We look forward to hearing about your experiences.
