At the heart of every organization lies a set of values — the guiding principles that shape our decisions, our interactions, and our approach to work. These values are (or should be) the foundation upon which everything else is built. They define who the organization strives to be, what it stands for, and what it, well, values. And yet, all too often, we allow our values to take a backseat to our policies.
It’s easy to fall into the trap of believing that a comprehensive set of policies is the key to a well-functioning organization. After all, policies provide structure, consistency, and a sense of security. They outline expectations and consequences, and they help to mitigate risk. But when we rely too heavily on policies to govern behavior, we risk creating a culture of compliance rather than commitment.
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We send the message that our employees can’t be trusted to make good decisions on their own, and that they need to be controlled and monitored at every turn. This approach can be incredibly damaging to morale, engagement, and creativity. Employees are tired of being infantilized, especially after proving their commitment to their organizations by keeping them afloat during the pandemic.
Think about it: when was the last time a set of rules and regulations made you feel motivated to do your best work? Chances are, the answer is never.
People want to work for a company where people can expect to be treated fairly, where their contributions are recognized and valued, and where they feel a sense of belonging. It’s not about crafting a lofty mission statement or expecting everyone to be best friends. It’s about creating a culture where people feel seen, heard, and supported in their work. Where they can find meaning and satisfaction in a job well done, without feeling like they have to sacrifice their well-being or personal life.
Take Netflix, for example. They’re known for their “no rules” approach, which essentially boils down to trusting their employees to act in the best interests of the company. And guess what? It works. By fostering a culture of autonomy and accountability, Netflix has become a powerhouse in the entertainment industry and a household name (R.I.P., Blockbuster). Organizations that prioritize culture over control are magnets for top talent.
Of course, creating a values-driven culture is easier said than done. Actually, that’s an understatement. It requires a deep, unwavering commitment from leadership, a willingness to have difficult conversations, and a recognition that change takes time. It demands a level of vulnerability and authenticity that can be uncomfortable for some. And, perhaps most importantly, it necessitates constant attention and fine-tuning.
Unfortunately, if you aren’t constantly defining and reinforcing your values, someone else will do it for you — and it may not align with your vision.
This is where many organizations fall short. They assume that because they have a mission statement or a set of core values, their work is done. But in reality, that’s just the beginning. To truly embed your values into your culture, you have to weave them into every aspect of your business, from hiring and onboarding to performance management and promotions.
You have to empower your middle managers — the ones who have the most direct impact on your employees’ day-to-day experiences — to live and breathe your values. You have to give them the tools, training, and support they need to create a culture of respect, accountability, and appreciation on their teams.
And you have to be willing to hold yourself and others accountable when actions don’t align with your values. This can be uncomfortable, but it’s essential for maintaining the integrity of your culture.
The truth is, creating a values-driven culture is hard work. It requires a level of intentionality and persistence that can be daunting. But the payoff — a workplace where people feel motivated to do their best work — is worth it.
When we focus on culture, we create organizations that are more resilient, more innovative, and more adaptable to change. And we create a legacy that goes beyond the products we create or the services we provide.
So, what can leaders and aspiring leaders do to start shifting the focus from policies to culture? Here are a few practical steps you can take today:
- Define your values: Take the time to clearly articulate your organization’s values, and make sure they reflect the kind of culture you want to create. Involve your team in this process — ask them what values resonate with them and what kind of environment they want to work in.
- Lead by example: As a leader, your actions speak louder than your words. If you want your team to embrace your values, you have to model them yourself. This means being honest, transparent, and accountable in your own work, and treating others with respect and empathy.
- Hire for culture fit: When bringing new people onto your team, don’t just focus on their technical skills — consider how well they align with your values and culture. Look for people who share your vision and who will contribute to a positive, supportive work environment.
- Recognize and reward values-driven behavior: When you see someone on your team demonstrating your values in action, take the time to acknowledge and celebrate their efforts. This could be as simple as a thank-you note or a shout-out in a team meeting, or as formal as a values-based award or bonus.
- Foster open communication: Create a culture of transparency and open dialogue on your team. Encourage people to speak up when they have ideas or concerns, and be willing to have tough conversations when needed. The more you can build trust and psychological safety, the more your team will feel empowered to live your values.
- Integrate values into your processes: This should involve incorporating values-based questions into your performance review process, such as “How have you demonstrated our value of integrity in your work this quarter?” The more you can make your values a tangible part of your team’s experience, the more likely they are to stick.
- Continuously reinforce and evolve: Creating a values-driven culture is not a one-time event — it requires ongoing effort and attention. Make a habit of regularly discussing your values with your team, and be open to evolving them as your organization grows and changes. The key is to keep the conversation alive and to never stop striving to be better.
Start today, right where you are, with the team you have. Take a step back and seek an honest, unbiased assessment of your current culture. What’s working well? Where are there opportunities for growth? Then, allow yourself to dream big. Imagine the kind of culture you want to create – one that truly reflects what you want to create and brings out the best in your people. Use this vision as your north star, your optimistic starting point for change. Define your values in concert with your team, lead by example, and never stop striving to create a culture you can be proud of. Will it be easy? No. Will you get it right every time? Probably not. But by starting small and staying focused on your values, you can begin to shift the culture of your team in a positive direction.
And who knows? Your team’s culture could be the spark that ignites change and innovation across your entire organization.
The world needs more leaders who understand that success is about more than just the bottom line. It’s about creating a legacy of positive impact and leaving things better than you found them. Don’t we all want to be one of those kind of leaders?
