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“Employees who believe their organization has broader goals outside of profit margins are 27% more likely to stay at the company.”
That is one of the 42 company culture stats from the online community for tech companies Built In.
Here is another one:
“Thirty-eight percent of U.S. employees want a job that aligns with their interests and passions. Core values and a guiding mission statement are the basis of strong company culture, which will help attract more than a third of American job seekers who hope to live out their professional purpose.”
Core values are different from a mission statement. They define a way of operating that remains constant regardless of external factors affecting your business. These values come from the heart and reflect the ethos of a company. The core values of a company are the same values that individuals cherish, and the best way to define them is by asking yourself:
If my company culture were a person, how would I describe its personality?
Simple key concepts will do, using words like:
In this Hotjar article, you can find the core values defined by 10 of the world’s largest companies, including Apple, Microsoft, and Google.
Can you guess which of these three companies lists the following core values?
The first step in establishing your company's core values is to identify a list of the main traits that accurately convey your culture. Input might come from market research, internal surveys, brand guidelines, staff interviews, or external advisers.
To make sure they are useful, your core values should be:
Moreover, your core values must be efficiently communicated throughout your workforce to know how these values relate to their role. And managers should embrace them, as employees might reject core values if they see their boss ignoring them.
“Respect, fairness, trust, and integrity matter more than a transactional engagement.”
This is one of the conclusions in What’s Culture Got to Do With Employee Loyalty & Retention? - an article based on global studies on employee engagement.
By defining this kind of values – concepts that already shape your workplace culture - you make them more tangible and practical. Well defined core values:
Core values must be maintained and practiced in everything your company does. Here are a few ways to ensure this happens:
A useful tool to make your core values an integral part of your HR management is an employee app that allows for fast and effective message delivery across teams, including non-desk and frontline staff.
The Speakap employee app is ideal for personalized communication with your entire workforce and has lots of built-in features for engagement, feedback, team-building, and fun activities. It is a great tool to keep your core values alive and exiting.
Just like every individual, every company has core values. By defining and communicating them, you turn them into an HR-tool that can do an awful lot for employee fulfilment and engagement.
For more information on building more lasting and loyal relationships with your employees, check out this research study!
Rob is a content writer, copywriter and novelist. His work for Apple, WWF, Mercedes-Benz and many other brands has been awarded with prestigious creative awards.
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