{"id":3859,"date":"2018-02-09T08:00:40","date_gmt":"2018-02-09T16:00:40","guid":{"rendered":"https:\/\/bwblogdev.wpengine.com\/?p=3859"},"modified":"2022-12-16T08:41:03","modified_gmt":"2022-12-16T16:41:03","slug":"3-golden-rules-establishing-company-values","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/3-golden-rules-establishing-company-values\/","title":{"rendered":"3 Golden Rules for Establishing Company Values"},"content":{"rendered":"

This is part 1 of a 2 part series.<\/span><\/em><\/p>\n

Picture a person with no personality. They go to work, they interact with their coworkers, and they get things done, just like anyone else. But it is safe to say they will not inspire others. They will not rise to leadership. They will not change the world.<\/span><\/p>\n

Companies also have personalities. A company\u2019s personality is its values: a shared set of priorities everyone can reference to resolve the tough questions that define the company. Questions like: Should we risk quality to seize a competitive edge? Should we risk employee burnout to increase sales? Should we risk alienating existing customers to enter a new market?<\/span><\/p>\n

Without clear, shared values to act as a compass, these decisions will be left to individual preferences or whims and an unpredictable culture will emerge. As a leader, it is up to you to ensure establish good, strong company values, whether you\u2019re evolving existing values or creating them from scratch.<\/span><\/p>\n

For a leader hoping to guide their organization into future success, [tweet text=”There are three key rules to consider when defining strong company values: “]”there are three key rules to consider when defining strong company values.”[\/tweet]<\/span><\/p>\n

Rule #1: Respect implicit values<\/b><\/h2>\n

Company values are an extension of the company leader. The leader\u2019s decisions set the standard others follow. If an organization has a leader, it has implicit values, and often these implicit values don\u2019t match the company\u2019s stated values. Conflicting implicit values can be a recipe for confusion and frustration amongst your workforce.<\/span><\/p>\n

Therefore, [tweet text=”The first step towards creating strong values is recognizing existing values:”]”the first step towards creating strong values is recognizing existing values.”[\/tweet] Before asking what your company values <\/span>should<\/span><\/i> be, consider what values are already woven into your cultural fabric. How you have succeeded so far? What existing values attracted your earliest followers?<\/span><\/p>\n

Stated values have to start from a point of sincerity; dishonesty about your heritage will only cause confusion and distrust in your organization. You\u2019re not embellishing a biography, you\u2019re building a legacy.<\/span><\/p>\n

Rule #2: Values should focus on a central premise<\/b><\/h2>\n

Here are some example values:<\/span><\/p>\n