Everything you need to know to establish company core values

Key quotes:

• "(Your name will not be used.) When my co-founder and I first started our company, we never talked about things like “values.” It was just a small group of us, we had a clear problem we were trying to solve, and we all knew each other."
• "The thing is we spend most of our day at work, and most people are not making millions of dollars at their jobs."
• "People call them all sorts of things, but at their essence, your company/corporate/core values are the fundamental beliefs that underpin your business."
• "If that prompt doesn’t get the brainstorm going, try to get more specific: The values you settle on need to be real and true to your culture and your founders."
• "Most of all, they need to be believed at the very top, because no matter what people say, the cultural tone is set by your founders and execs and cascades down from there."
• "What a company valued at 50 employees is not necessarily going to work at 50,000 employees."

Key quotes:

• "By Jason Swenk on January 6, 2016 In this post, you’ll discover: They’re really doing something right at Zappos.com."
• "They’ve spent 7 years on Fortune’s 100 Best Companies to Work For, and today’s podcast guest Kelly Wolske with Zappos, reveals exactly what Zappos does to hire, train, and motivate their 1,500+ employees."
• "So every employee, no matter what their position or role within the company, is trained in customer service."
• "In the early years, the 3 founders at Zappos knew culture was important but they didn’t have a sustainable process for hiring because they hadn’t clearly defined that culture."
• "He asked questions like “What are your values?” and “Who has the traits that embodies the Zappos culture?”."
• "Here’s a great video with Zappos CEO, Tony Hsieh where he explains a few of the core values."

Transcript: How to develop corporate core values your corporate values while these statements that service torches they guide management and staff throughout all their actions and interactions both internal and external when you develop your corporate values make sure that the values are not something aspirational something that an organization wants to become instead it's something that reflects the very nature of the organization aspirational values don't reflect the reality for example a company can write an aspirational value of being ethical and in reality they might just be contradicting values are not something that's only on paper it must walk the talk it's the belief on which the system is built your core values and the people who share them will shape the culture of your company identifying your core values will help you in creating a strong engaging culture for your business and deeply connect with your prospective client answer the following questions to help you realize your core values what are your guiding principles what drives your business why are you in this business what are the five things as a company that you will never compromise for what is the strongest belief in your business what is... See more →

Key quotes:

• "We asked employees at every level, location, department and tenure to define what they felt were the ideal characteristics of any Core Values."
• "Or, as one smart employee defined it, what would make: “…The Core Values pervasive, and provide a litmus test to do the right thing in terms of actions, decisions, attitudes and behaviors?” Here’s what we discovered, with some of the cards that they used to make their wish-lists of sought-after characteristics: ● Few."

Key quotes:

• "And, here’s the thing, they’re “right.” Sure, core values won’t directly put cash in your bank account on their own."
• "From the list of 100, we eventually filtered it down to 15 core values that were important to all of us."
• "In it, he explained how his company documented his company’s own core values."
• "And just because you remove one from the list of 7 doesn’t mean it’s not a value and importance to the company."
• "So… Your core values don’t have to be the same in year five as they were in year one."
• "At that point, you have very little idea of how the company will look like as you start hiring people."

Key quotes:

• "Almost every successful organization has a strong company values that are shared and lived by most of the team."
• "Moreover, employees want to work with the organizations that they align with, value-wise."
• "Help team make decisionsGood values help your employees guide every decision in the organization."
• "Having clear values helps your team members know what do you stand for, what is the organizational “WHY.” What actions are encouraged and what should be avoided."
• "Align your teamIt’s easier to communicate the bigger purpose with shared values."
• "Teams without shared company values have inconsistent communication, which causes confusion and insecurity."