Why CORE values should be a priority for modern organizations

To set the right core values, you first need to understand their impact on the business. 

Growing up, everything you did – good or bad, was termed as a result of being raised by your parents in a certain way. Values can be good or bad, but they have a significant impact on how we live in society.  

Our CORE values define our behavior, both at home and at work. At work, CEOs, CHROs, Leaders act as the guardian. The kind of values they set becomes the norm for every employee. It is why setting the right values and making sure they are followed by everyone is vital. Too many values weaken the idea. 

Think about it. If every value is a core one, then nothing is really a priority. Set a few but set them right. The core values of a company help organizations create a sustainable, successful, and motivating place for their employees. 

Core Values Meaning 

Core values are more about walking the talk than the talking part itself. They are traits or qualities that an organization wants its employees to exhibit throughout their time at work. Regarded as fundamental beliefs, they apply to every individual in the company regardless of their department. For example, values such as Accountability, Ownership, Delivering Excellence, etc.    

Organizational values are not just better for the organizational culture, but also for your business. They also show the vision of your company that you present to the outside world. No surprise that core values are such an integral element for attracting and retaining the best talent in the market. Integration of core values should happen to such a high level that the clients, customers, and vendors see them in action. 

Consider ‘Customer Satisfaction’ as a core value for a cab company. Ideally, if you’ve had a positive experience with one of the cab aggregators, you’ve seen this value displayed first-hand. 

By working towards the same common goals and the bigger picture, the purpose helps in creating a better environment for employee satisfaction. In fact, a survey found that 75% of purpose-oriented people are satisfied with their jobs. Yes, purpose doesn’t only affect employee satisfaction, it also helps the overall business growth.  

70 Core Values Examples 

Whether it’s a new company in need of core-value inspiration, or an older organization looking to revamp its set of values, here’s a list of best company values. 

1. Authenticity 
2. Achievement 
3. Adventure 
4. Authority 
5. Autonomy 
6. Accountability 
7. Balance 
8. Beauty 
9. Boldness 
10. Compassion 
11. Challenge 
12. Community 
13. Competency 
14. Contribution 
15. Creativity 
16. Curiosity 
17. Commitment to Customers 
18. Continuous Learning 
19. Constant Improvement 
20. Determination 
21. Diversity 
22. Fairness 
23. Faith 
24. Fame 
25. Friendships 
26. Fun 
27. Growth 
28. Happiness 
29. Honesty 
30. Humor 
31. Humility 
32. Influence 
33. Inclusion 
34. Innovation 
35. Inner Harmony 
36. Integrity 
37. Justice 
38. Kindness 
39. Knowledge 
40. Leadership 
41. Learning 
42. Love 
43. Loyalty 
44. Meaningful Work 
45. Openness 
46. Optimism 
47. Ownership 
48. Peace 
49. Pleasure 
50. Poise 
51. Popularity 
52. Passion 
53. Quality 
54. Recognition 
55. Religion 
56. Reputation 
57. Respect 
58. Responsibility 
59. Security 
60. Self-Respect 
61. Service 
62. Spirituality 
63. Simplicity 
64. Stability 
65. Success 
66. Status 
67. Trustworthiness 
68. Teamwork 
69. Wealth 
70. Wisdom 

Core Values Drive Culture 

Just like home, values are the foundation for ‘HOW’ everything happens in a workplace. The values of employees along with their experiences, upbringing, and so on, combine together to form the base of company culture. A good value structure keeps employee wellbeing at its core, and that, in turn, drives growth for a business. See any successful organization like Google, Microsoft, Amazon, etc. They all have a thriving set of values to make the lives of everyone easier. 

Values start from the top. The CEO sets and leads from the front. The senior leaders have a huge role in transferring them to every corner of the organization. Why? Because leaders have the power to decide the direction and define the daily actions of employees. That’s why implementing core values is tougher than simply writing them on a piece of paper. 

How to Identify Core Values 

Start by creating value statements. Here, define how you want people to behave with others in your organization. Also, focus on how the company will value customers, suppliers, community, and everyone else who’s involved. Once you have this list, create value and go ahead, implement. 

Identifying core values is nothing like checking your kitchen and preparing a grocery list. You can also not copy them from the value page of another organization. Lastly, you don’t need a massive list of values. ‘More the merrier’ won’t work here, so four to six is a good number at the start. 

The Bottom line… 

Employees desire to work at a place that shares common values with them. The overall culture is as good as the display of values. What behavior do employees display when no one is looking? It matters because everyone is a part of a system that is much bigger than themselves.  

If the core values are strongly running in the organization, employees experience motivation and high engagement levels throughout their work lives. So, don’t underestimate the power of core values in creating an engaged workplace. They have the power to change the landscape of your organization. Which choice are you going to make? 

If it’s the first, Keka will help you out. You put the values in place and let Keka show you the progress of the implementation part.