“Determine what behaviours and beliefs you value as a company, and have everyone live true to them. These behaviours and beliefs should be so essential to your core, that you don’t even think of it as culture.” Brittany Forsyth.

When company values are well-defined and true to the way an organisation does business, they will guide decision making, increase morale, set a company apart from the competition and make it easier to recruit people that are a good cultural fit.  

Core values shouldn't just be a list of words that are occasionally looked at.  They need to be developed through careful consideration and collaboration and to be defined with the involvement of your employees. They have the potential to serve as a guiding compass, one that will help shape company culture.  Strong core values are a promise to how an organisation will act and, as such, they determine identity, character and an organisation's principles.   

As a business grows and evolves it's essential to take stock and consider whether the core values in place are a) serving their purpose and b) well articulated and memorable for employees and other key stakeholders to uphold them.  How well are yours threaded through your processes and ways of working?

As part of Pick Everard's 2020 to 2025 business plan we're taking the opportunity to ask our people those questions.  We're reviewing our core values, how well our people understand their role in upholding them as well as asking what do we all now need from each other, to make our 2025 strategic 'dream goals' happen. 

We may see our existing values evolve and crucially, we're planning carefully for how we embed those new values into our Practice.  For this, we have created a core values implementation roadmap.  The roadmap focuses on a number of key stages:

  1. Identify - understanding our current culture
  2. Explore and Involve - asking our people about their experiences through our #beingpickeverard campaign and seeking new ideas through a Practice wide survey and facilitated discussions.
  3. Analyse and Define - what are the response trends and what new behaviours and beliefs do we need going forward?
  4. Commit and Engage - publishing our new values and a commitment to align our organisational practices.
  5. Embed - threading the values through our methods: how we recruit, do business, appraise, develop and reward in line with our values.  
  6. Measure - we'll identify the impact these new behaviours have on our success and test how more deeply our new values resonate with our people and clients vs the old.  

In my research in to core values and company culture I found many useful articles.  I share one below from inc.com which I hope will get you thinking further about developing your own company environment and the central role your values play in it.