The Hack to Defining Company Values That Inspire Your Team

When was the last time your team truly felt inspired by your company values? If your answer is, “Well, we have them written down somewhere,” it’s time for a rethink. Company values shouldn’t just live on your website’s ‘About Us’ page; they should be the guiding principles that energise your team every day.

So, how do you craft values that don’t feel like corporate wallpaper? Let’s break it down:

1. Start With Your People

Your team is the heart of your business, so it makes sense to involve them in defining your values. After all, they’re the ones living them out.

• How to do it:

• Host workshops or brainstorming sessions where employees share what’s important to them.

• Ask questions like, “What do we stand for?” and “What do we want to be known for?”

• Look for recurring themes in their answers.

Pro tip: Keep it authentic. Avoid buzzwords that sound good but mean nothing.

2. Focus on Behaviours, Not Buzzwords

Values only matter if they influence how people behave. Instead of broad concepts like “Integrity,” drill down into what that actually looks like in practice.

• Example:

• Instead of “Innovation,” say, “We embrace creativity and challenge the status quo.”

• Instead of “Teamwork,” say, “We collaborate openly and celebrate each other’s successes.”

Pro tip: Test your values by asking, “Could someone easily understand what this means and act on it?”

3. Align Values With Your Vision

Your values should serve as stepping stones toward your company’s vision. If your goal is to become an industry leader in sustainability, your values should reflect that commitment.

• How to align:

• Write your vision statement first.

• Create values that act as “mini-compasses” to guide daily decisions toward that vision.

Pro tip: Share stories that connect your values to real business milestones.

4. Keep It Simple and Memorable

No one remembers a list of 15 values. Focus on a handful of principles that resonate most strongly.

• How to simplify:

• Aim for 3-5 core values.

• Use plain language, not corporate jargon.

• Make them easy to integrate into everyday conversations.

Pro tip: If you can’t picture your team quoting a value during a meeting, it’s probably too complex.

5. Reinforce Them Daily

Values don’t mean much if they’re gathering dust. Build them into the rhythm of your business.

• How to embed values:

• Recognise employees who exemplify your values.

• Include them in performance reviews and hiring decisions.

• Share them regularly during team meetings.

Pro tip: Acknowledge when decisions are made based on your values—it reinforces their importance.

6. Be Willing to Evolve

As your company grows, your values might need to adapt. That’s not a failure; it’s growth.

• When to revisit values:

• After major milestones (e.g., scaling up, entering new markets).

• If your team feels disconnected from the existing values.

Pro tip: Reassess your values every 2-3 years to ensure they’re still relevant.

Why This Matters

Defining inspiring company values isn’t just about boosting morale (though it does). It’s about creating a shared language and purpose that guides your team through challenges and opportunities alike. When values are clear, meaningful, and lived every day, they transform from corporate fluff into a genuine force for good.

So, grab a coffee, gather your team, and start defining those values. The results might just surprise you—and inspire everyone around you.