presentation on company values

Researched by Consultants from Top-Tier Management Companies

Powerpoint Templates

Icon Bundle

Kpi Dashboard

Professional

Business Plans

Swot Analysis

Gantt Chart

Business Proposal

Marketing Plan

Project Management

Business Case

Business Model

Cyber Security

Business PPT

Digital Marketing

Digital Transformation

Human Resources

Product Management

Artificial Intelligence

Company Profile

Acknowledgement PPT

PPT Presentation

Reports Brochures

One Page Pitch

Interview PPT

All Categories

Top 10 Core Values Templates with Samples and Examples

Andrea Hooper

For any business, it is essential to embrace a set of core values to help navigate any challenges and define relations. Businesses that have well-defined core values can handle challenges in a more efficient manner and enhance connections with customers, employees, and stakeholders. In this exploration of business practices, you can use Core Values Templates to create a successful visual foundation for your business.

Each of our PPT templates is 100% customizable and editable. You get both structures in the form of content-ready slides, and the editing capability means the presentation can be easily tailored to specific audience profiles.

With the help of these templates, you can define your core values, unify teams, and build trust with your customers. These values help create a culture of adaptability in your organization and help in successful decision-making. High-ranking companies have shown that these values have helped their businesses retain customers and lead to customer loyalty.

Let's look at some of these Core Value Templates for your business!

Template 1: Core Value PowerPoint Presentation

When it comes to the core values of any enterprise, be it a business or a commercial establishment, the focus is mainly on Compassion and Empathy. These two core values drive all your actions and make you genuinely care about your customers, employees, and partners. With this template, you can emphasize the importance of these values and foster trust and open communication. You can also list all your company values, like dedication and accessibility so that your services are available to all. It is important to highlight these values in a company to encourage lasting business relationships and create a sense of harmony. Download it now.

Template 2: Vision Mission And Core Values PPT Template

Use this slide to define and articulate the vision, mission, and core values of your business. You can give a brief about your vision for the company, including all your aspirational and long-term goals. In your mission statement PowerPoint , you can state the purpose of your actions and goals for the business to thrive. You can also highlight the core values to shape the culture and ethical notions of your company. This template will help you showcase what your company stands for, its identity, and brand consistency. This will help you leave a lasting impression on your clients and stakeholders. Grab this template.

Template 3: Core Values Of Organization PPT Template

Get Started Now

The core values of your organization are the defining principles that help ascertain your company culture and shape the decisions. These are your moral compass that reflects what the company stands for. Your company values include customer-centric, accountability , integrity, honesty, quality, and development. Along With this, you can visually describe each value in detail so that it is transparent and clear how your company upholds these values.

Template 4: Core Values Powerpoint Slide

Templates Await - Download Today

This template is a valuable tool for your organization to communicate its fundamental ideas and beliefs. In this slide, you can list and describe major points about core values like excellence, passion, collaboration, integrity , progress, and respect . These templates help the company in decision-making and also enhance professionalism. You can use this PPT template to enhance company culture and foster a sense of belonging among the team members. Get it now.

Template 5: Core Values of a Company Powerpoint Template

Instant Access - Download Now

This presentation template is a must for highlighting your organization's key focus points and values. You can represent the fundamental principles that shape your culture, decision-making, and stakeholder relationships. These core values include customer success, transparency, stakeholder respect, ownership and innovation, and ethics and integrity. With these values, your employees can see what your organization stands for and stay committed to these ideals. They also help you in building trust with your customers, showcasing your commitment to integrity and quality business practices.

Template 6: Ten-point Infographic for Core Value

Enhance Your Productivity - Get Templates

A well-crafted growth core values and productivity template is an invaluable asset for any company. This template covers ten fundamental principles: maintaining financing, customer service, profitability, growth, core value, productivity, employee retention, and more. This can help guide your organization to list its goals and core values and create a strong sense of purpose and cohesion. With the help of this visual aid, you can remind your team members of the organization's commitment to excellence, innovation, and efficiency. The values in this template also help in better communication between team members and with your stakeholders. Download now!

Template 7: Company Strategic Pillars with Core Values

One of the best ways to create a compelling presentation on the core values of your company is by using this template. It helps highlight core values as the foundation of your organization's long-term success. This template is important to highlight company vision, user focus, solutions, people, monetization, and activities or tasks as pillars and core values as the base. It helps outline the main principles and priorities that steer your company towards its goals. You can clearly define these pillars and values and maintain a comprehensive culture in your company. Get it now!

Template 8: 5 Core Values Template

Click to Get Your Templates

This template creates a beautiful representation of 5 of the biggest core values of your organization in number format with highlights for each value. For instance, this template includes core values like respect and integrity , grace & ease, bold & fun, growth, and expertise. Integrity helps guide your organization, to be honest and true to its commitments. Whereas growth helps an organization stay innovative and keeps the creative juices flowing. Thus, these values are important for the success of your business and help drive customer-client relations. Get it today!

Template 9: One-page Fire Department Core Values Template

Your Templates Are One Click Away

This one-page fire department mission statement, core values, and philosophy template is an important tool that encapsulates the department's overarching purpose, values, and fundamental goals. With the help of this template, the fire department can provide concise and impactful data on the department's shared values and principles. This helps foster a strong sense of purpose among firefighters and enhances public trust. The core values are listed from the members, organization, and customer service to the strategic management and regional cooperation. You can also list the firm mission statement and philosophy, like pride and honor.

Template 10: 4 Core Values of Agile Product Development

Explore Our Template Library

Four core values of agile product development underpin its effectiveness. Firstly, "Individuals and how systems and methods communicate” prioritizes the communication of your team, enhancing innovation and problem-solving. Secondly, "Functional software over detailed reports" emphasizes creating functional products for your users. Thirdly, "Business trust regarding settlement of deals” emphasizes engaging customers and aligning the development process with their evolving requirements. Lastly, "Responding to transition according to a strategy" showcases the dynamic nature of projects and how they can be modified according to market demands. These core values are important as they help promote flexibility and efficient teamwork and can easily be represented in this template.

Our Core Values Templates provide businesses with a solid foundation for expressing their company culture and shaping their behavior. These core values serve as a roadmap, fostering trust and accountability within teams and with clients. The visual representation of these values inspires innovation, ethical conduct, and a strong sense of purpose. This, in turn, drives growth and generates a positive impact that keeps businesses relevant in the ever-evolving and dynamic landscape.

Related posts:

• Top 10 Corporate Ethics Templates to Eliminate Business Malpractices
• One-Page Strategic Plan: Your Roadmap to Stellar Business Performance
• Top 7 Corporate Branding Example Templates with Samples
• Must-Have Product Brochure Templates for Advertising and Promotion

Liked this blog? Please recommend us

Top 10 Compliance Dashboard Samples with Templates and Examples

Top 10 Workshop Proposal Templates With Examples and Samples

This form is protected by reCAPTCHA - the Google Privacy Policy and Terms of Service apply.

Digital revolution powerpoint presentation slides

Sales funnel results presentation layouts

3d men joinning circular jigsaw puzzles ppt graphics icons

Business Strategic Planning Template For Organizations Powerpoint Presentation Slides

Future plan powerpoint template slide

Project Management Team Powerpoint Presentation Slides

Brand marketing powerpoint presentation slides

Launching a new service powerpoint presentation with slides go to market

Agenda powerpoint slide show

Four key metrics donut chart with percentage

Engineering and technology ppt inspiration example introduction continuous process improvement

Meet our team representing in circular format

• By use case
• AI assisted videos
• Advertising video
• Animated video
• Animated logo video
• Animated text video
• Animation video
• Cartoon video
• Commercial video
• Business video
• Explainer video
• Infographic video
• Intro video
• Movie maker
• Photo to video
• Presentation video
• Short videos
• Trailer video
• Book trailer video
• YouTube video
• Diverse Workplace Scenes
• Leadership Skills Tips
• A Reason to Celebrate
• Frank Character Explainer
• Superpowers Girl
• Robot Character Explainer
• Team Birthdays
• Birthday Cake
• Birthday Calendar
• Birthday Greetings
• Funny Birthday
• Staff Birthday
• Workplace Announcement
• Business Explainer
• Employee Onboarding
• Business Ad
• Hybrid Work Policy
• Workplace Wellness Tips
• Explainer Script
• How to Change Your Password
• Snappy Explainer
• Mental Health for Employees
• Product Explainer
• E-Learning App Ad
• Infographics
• Industry Trend Update
• Real Estate Infographic
• Marketing Infographic
• Animated Infographics
• Infographic Explainer
• Infographic
• Introductions
• New Teammate
• New Employee Introduction
• Welcome New Team Member
• Warm Welcome
• New Team Members
• Meet the Team
• We're Hiring Manager
• Recruiting Ad
• We're Hiring IT Support
• Video Resume
• Now Hiring Product Engineer
• Job Offer Congratulations
• Dancing People Ad
• Eager Dog Ad
• Winter Sale
• Funky Sloth Ad
• Product Promo
• Book Trailer
• Thanks Group
• You Rock Employee
• Great Job Team
• You Rock Team
• Great Job Employee
• Great Job Group
• Weekly Update
• Company Update
• Product Launch
• Monthly Update
• News Update
• Year in Review

Ready to get started?

• Video Trimmer
• Remove audio from video
• Add music to video
• Add text to video
• Video merger
• Video resizer
• Convert image to video
• Montage maker
• Add image to video
• Watermark maker
• Add frame to video
• Video analytics
• Add button to video
• Image Resizer
• Convert video to GIF
• Convert GIF to MP4
• Extract audio from video
• Quick start guide
• Inspiration

How to create company core values the right way (+ examples)

We’ve all seen those “company core values” posters laden with nice-sounding words that have zero effect on day-to-day operations. Too often, the act of creating core values is seen as a formality that has little to no actual impact on the business.

And there’s some truth to that.

Core values that are hastily written or poorly applied have very little impact. But when core values are created with care, they make a significant difference in the success of a company.

A strong set of core values guides better decision-making, attracts top talent, and builds a healthier organization in the long term. This article covers everything you need to know about creating core values for your business and putting them to work.

Next steps:  After you create your own core values, showcase them with a company values video. Head over to  Biteable  for hundreds of brandable video templates and workplace-ready scenes to get you started.

Create videos that drive action

Activate your audience with impactful, on-brand videos. Create them simply and collaboratively with Biteable.

What are company core values?

Your company core values are an established set of beliefs, principles, and philosophies that guide your business. A company’s values play out in both big and small ways. They help guide the business as a whole, and they also help define how individual members of the company behave toward customers and toward each other.

Your core values should be…

As you create your core values, remember that first and foremost that those values they should be:

Your core values will get ignored if they don’t align with what your business actually does in practice.

Likewise, if your company’s core values fail to give team members guidance for making decisions, they are useless.

Delivered in multiple formats

After you create your core values, put them into multiple formats so employees remember them. Turning your values into an acronym and creating a core values video are two great ways to make those values more memorable and engaging.

If you work from a  company values template , it takes very little time to create your own core values video.

Your core values should not be…

When it comes to creating core values, there are a few easy mistakes to make. When you think you’ve come up with a good set of company values, do a sanity check to make sure you haven’t stumbled into one of these common pitfalls.

Your core values should  not  be:

Basic moral principles

If you check around, you’ll see examples of core values that are little more than the bare minimum requirements of being a decent person.

“Honesty,” “respect,” and “teamwork” are great to have. But basic moral principles are best handled in your code of conduct and  HR materials . Your core values should be one layer up from foundational principles.

Focus on creating core values that help your business improve its products or services, develop better solutions, and operate more efficiently.

Vague platitudes

Being vague is an easy mistake to make. We naturally want our company core values to cover every possible situation, so we default to platitudes like “hard work” and “high quality.” The problem with being vague is that it doesn’t help people make better decisions.

The solution here is to be more specific. Refine your core values statement to reflect exactly what high quality or hard work looks like in action for your company.

Hard to remember

People need to be able to put your core values into practice. If your company values are too long or complex, they’ll be hard to remember. That makes them difficult to apply. It’s unlikely that anyone is going to whip out their company core values statement whenever they need to make sure they’re doing things right.

Keep your core values relatively short and sweet.

Why clearly defining your core values is important

Ultimately, your company core values act as a guidepost for making decisions at every level of your business.

Your core values guide everything from product development to marketing. Clearly defined core values enable your company to operate better as a whole and your employees to make the best individual work decisions in every stage of your business.

Explicitly stated core values also help your business attract the right people. Being skilled doesn’t always make a person a good fit for your company. And candidates assess your business just as much as you assess them. Clear core values help both you and your candidates determine if a working relationship is a good fit.

Creating core values: What to consider when crafting your own

Remember that your core values need to guide your business decisions and ultimately make your company more successful. Your company core values should reflect who your business serves, what your company delivers, and the overall environment of your industry.

Also, it’s best if you create your company core values after you develop your  company mission statement . That way, your values support your mission and align with that central goal. Have your mission statement on hand as you go through this process.

Follow this process when you sit down to create your own core values.

1. Get the team talking

The first step is to talk to your current team. Everyone can contribute, but your founders and long-time employees are going to be in the best position to offer insights. The goal here is to identify the values your company already has and what makes your business unique right now.

This is an information-gathering process. Encourage everyone to contribute anything they can think of. You want as many honest insights as you can get.

Ask yourselves these questions:

What are the most important aspects of your finished product?

Consider the most valuable part of your product or service. Your core values should give everyone in your company guide rails for every aspect of delivering the final product.

• How do you want your business to make your customers feel?
• How do you want your company to be different from the competition?
• What is the most important goal when employees make design, production, or customer service decisions?

What are the best ways to measure success for your business?

Believe it or not, profit is a poor metric for measuring business success. Profit is a byproduct of solving problems for your customers and delivering a positive experience as you solve those problems.

When you answer this question, look for metrics that show how well you solve customer problems and whether or not you solve those problems in the way you want. From here, you can develop a core value that helps your company improve those metrics.

How do you want your core values to affect your internal company culture?

Your company values work in two ways: internally and externally.

Even if they’re externally focused, your core values still affect how your teams treat each other and what sort of internal decisions they make. Your values should be written in a way that doesn’t put excessive pressure on a single team or make it difficult for different parts of the business to work together.

After you answer these three questions, you should be ready to dig in and create your core values.

2. Synthesize the inputs

Talking to your team will give you a ton of unfiltered information. Naturally, the next step is to filter and synthesize that information. Set aside the outliers and anomalies that aren’t central to developing your core values. Then look at the bulk of the information and identify patterns.

Compare the input from your team with the insights you identified during the prep questions phase. This will show you where your current values match up with your goals and where you may want to take a leap and create some forward-leaning values.

At this point, you’ll begin to see a set of core values emerge. Trim that list down to a manageable number. Five to seven core values are enough to create strong guidance while still being easy enough to remember.

Once you’ve identified a rough set of core values, get everyone together again and gather feedback on the values you’ve identified. Be warned that you won’t get a full consensus. But make sure that at least a majority of your team agrees with the values and believes they can abide by them.

Tweak your rough list of values based on this feedback. Double-check to ensure that your values are viable over the long term. You can adapt and adjust your company’s core values as your business grows, but the goal is to create values that will remain stable for a long time.

3. Bring in the polish

At this point, you have a rough draft of core values. Now it’s time to polish them up and make them as memorable as possible.

This is where your copywriters, designers, and marketers come in. They’ll help you clarify the wording, create visuals, and add memory devices such as alliteration, an acronym, or a core values video to help make your values stick.

A word of warning: be careful with the memory device. It’s easy to go over the top here. You also don’t want your values to come off as silly. Often, being clear and simple is memorable enough.

Give your final draft a good once over before you go live with your core values. Double-check that they’re crystal clear, action-oriented, and that your visualization and memory device is well-polished.

You’re going to repeat your core values a lot. The visualizations will be distributed to everyone in your company, repeated often, and posted where customers will see them. Make sure your finished product is well-polished and that you’re proud of it.

10 examples of company core values done right

As promised, here are a few of our favorite company core values examples. We hope they help you as you create your own.

1.  It is our nature to innovate.

2.  Nike is a company.

3.  Nike is a brand.

4.  Simplify and go.

5.  The consumer decides.

6.  Be a sponge.

7.  Evolve immediately.

8.  Do the right thing.

9.  Master the fundamentals.

10.  We are on the offense — always.

11.  Remember the man. (The late Bill Bowerman, Nike co-founder)

Why they work

One of the standout features of Nike’s core values is that they’ve held up for a very long time. These company values have helped Nike continue to be successful through decades of cultural evolution. Nike clearly took its time choosing and crystalizing its core values.

Beyond that, there are a few aspects of these values that really stand out.

First, values one and two state that Nike is a company and a brand. These make it very clear what Nike does (build a brand and let the products sell themselves) and give context for applying the other nine company values.

The other standout core value is number seven, “evolve immediately.” It’s a great groundwork for how the company solves problems. If they find that something isn’t working, they change what they’re doing ASAP.

1.  Focus on the user and all else will follow.

2.  It’s best to do one thing really, really well.

3.  Fast is better than slow.

4.  Democracy on the web works.

5.  You don’t need to be at your desk to need an answer.

6.  You can make money without doing evil.

7.  There’s always more information out there.

8.  The need for information crosses all borders.

9.  You can be serious without a suit.

10.  Great just isn’t good enough.

Google’s core values are a great accompaniment to the Nike values. Google is an example of core values that have driven meteoric success, while Nike shows how strong values can create long-term durability.

Google’s core values work because they are incredibly focused. All ten of these values relate in some way to the company being an expert in efficiently distributing information.

It’s clear that Google’s core values are derived from a singular goal. This makes those values actionable, which is likely why they’ve helped Google grow so quickly.

1.  Play for each other.

2.  Build for durability.

3.  Make something better today.

The great thing about Amperity’s core values is that they’re quick and easy to remember. But despite being minimal, they’re effective. Just these three values can help anyone working for Amperity make decisions that move toward the larger goal: make an immediate impact that will also reverberate in the long term.

1.  Create wildly successful customers.

2.  Deliver outstanding results.

3.  Continuously improve.

4.  Develop our people.

5.  Operate with transparency.

6.  Are accountable.

We like these core values because they’re a bit similar to the Biteable core values. They place emphasis on putting the customer first, overdelivering, and open communication.

Apptio also clearly understands that their core values influence the internal and external actions of the company, and they wrote their values to reflect that. Last thing: note how all these values are written so that they implicitly start with “we,” which subtly turns the values into actions.

CB Insights

1.  Hard work.

2.  High standards.

3.  Hunger.

4.  Helpfulness.

5.  Humility.

First and foremost, these company core values are easy to remember (note the alliteration). They’re also easy to visualize. They not only guide decisions for current employees, but also help potential hires quickly assess whether or not they’ll be a good fit for the company.

CB Insights did a great job of creating memorable core values that establish what sort of people they want in their company and how they want the company to operate.

Civitas Learning

1.  Mission critical.

2.  Curious and courageous.

3.  Precision.

4.  Grace of space.

These core values cleverly distill complex goals into short, memorable value statements. Civitas Learning works to be indispensable to their customers. They’re not afraid to try new things to achieve that goal. And they focus on rigorous data to measure success.

The last one, “grace of space,” is the core value that guides how the company behaves internally as they move toward the other three goals. In short, these values quickly address what the business is trying to do and how it’s done.

Squarespace

1.  Be the customer.

2.  Design is not a luxury.

3.  Build the ideal.

4.  Learn fast, act fast.

5.  Protect creativity.

6.  Simplify.

Squarespace’s core values are focused squarely (pun definitely intended) on being specific about the product they deliver and clear about which direction decisions should take the company. These values also establish a cool metric for measuring success: build something you would want to use.

1.  Hit heavy, stay small.

2.  Lead with ambition.

3.  Open communication.

4.  Bring your big ideas.

5.  Customer-focused.

6.  Teamwork first.

The smart thing about these core company values is that they create an impressively specific vision for how the business is organized and operates. They work on the approach that the customer will be well-served if the company’s internal operation is strong.

These core values give a clear picture of what type of company Teachable is, which is great for recruiting and clarifying how the business works.

1.  We love our customers.

2.  We believe in our people.

3.  We respect each other.

4.  We are driven.

5.  We collaborate.

6.  We innovate.

7.  We evolve.

8.  We are SpotX.

These core values are smart because they’re written with authority. They’re clear and direct, and they wrap up by giving ownership of the values back to the employees.

Additionally, they’re ordered logically.

SpotX’s core values clarify the company’s focus on its customers. Then they go through all the ways the business serves its customers and how employees treat each other. They wrap up with a value related to how the company does work, followed by a short affirmation.

Ordering your values so they progress naturally is a smart way to make them more memorable and sensible.

Social Solutions

1.  Get Stuff done.

2.  Be innovative.

3.  Be mission-minded.

4.  Be data-driven.

5.  Be passionate.

Social Solutions goes all in on being actionable. Their core values are superbly actionable because they’re imperative statements. They are also simple and clear. There’s no question about what these values mean.

Additionally, they cover all the aspects of business operation, from how Social Solutions manages work to the best mindset for the job. These values cover all the bases.

How to operationalize your core values

Defining your core values is just the first step. After that, it’s time to operationalize those values by reinforcing them and making sure your business abides by them.

Putting values into action comes with its own challenges. But the problem of abiding by your core values is a good problem to have because it’s much harder — maybe impossible — to honor values that you haven’t yet established.

What this looks like at our company

To give you a more tangible idea of what it means to operationalize your core values (and to make them “relevant and actionable”) here’s how we created  Biteable’s core values :

• Customer first:  The Biteable teams make loads of decisions every day about design, marketing, and engineering. Following our “customer first” core value means always doing what’s best for the customer, even if it means more work or greater expense.
• Results-focused:  Everything Biteable does has to work for our customers. We gauge Biteable’s success by the results our customers see with our product.
• Easy to use:  This core value guides our user interface design and engineering decisions, but it also applies to our marketing and internal communications. We favor a user-friendly approach to everything we do.
• Always human:  This is simpler than sounds. It boils down to being supportive and kind to each other and to our customers.
• Transparent and inclusive:  Everyone gets a chance to speak, and we actively share information with anyone who needs it. This is especially relevant because our teams are fully remote. Open communication is critical to our success.
• Extraordinary:  This is a work standard. It has to be extraordinary if we’re going to put the Biteable name on it. Good enough doesn’t cut it. In action, this means we favor maximizing quality over meeting deadlines.

Each of the Biteable core values has a direct impact on some aspect of the business. These values help drive actions, big and small, which make Biteable the sort of company that treats its team members as well as it treats its customers.

It’s core to our operations and it has been core to our success so far.

Put your core values into action with Biteable videos

A great way to start putting your company’s core values into action is to introduce them with a video. Do it in a flash with  Biteable , the world’s simplest video maker.

Biteable has hundreds of brandable templates, ready-to-edit video scenes, and workplace-focused animations (plus over 1.8 million stock video clips and images). Make it your own with smart editing tools, then add your company colors with a single click using Bitable’s innovative brand builder.

With Biteable, you can create your core values video and send it out into the world in less time than it took Steve Prefontaine to run his first mile in a new pair of Nike running shoes.

Make stunning videos with ease.

Take the struggle out of team communication.

Try Biteable now.

• No credit card required
• No complicated design decisions
• No experience necessary

Ready to Start your Culture Shift?

Get in touch and transform your culture today.

Reach out using the form below and we’ll respond as soon as possible. We appreciate your interest.

How to Define Company Values (And Why It Matters)

Core values are not buzzwords, they should drive action. Everything you need to know to turn your company values into action.

By Gustavo Razzetti

January 15, 2020

Company values matter. Every thriving company culture has a clear set of core values that supports the organizational purpose. Values are how you expect people to behave; they bring your ‘why’ to life.

Company values are not just words, but a guide on how people operate and what’s expected of them. They should encourage positive behaviors and discourage anything that harms the working environment.

Unfortunately, most companies don’t live up to their values. They promote safety, as Boeing does, but then put people’s lives at risk. Others, like Enron, talk about the importance of integrity, but then become a quintessential example of fraud.

In this article, I won’t just share the sunny side of values, but what you also need to watch out for. This in-depth post covers everything you need to know about company values, from how to define them, to how to communicate them, as well as examples of core values, and actionable tips.

You can read the post in order–or jump to a particular section using the table of contents below.

What Are Company Values?

Company values, also known as core values, are the set of guiding beliefs upon which a business is based. Corporate values help people function together as one and shape the way employees (should) behave.

The core values of an organization impact both internal and external affairs. They define not only how employees treat each other, but also the behavior expected toward clients, partners, and the broader community.

Company values are at the service of your organizational purpose. They define the desired behavior to accomplish the company’s ‘why.’ Once set, they should affect every aspect of the business, from reward models, compensation, and policies, to strategic decisions and public affairs.

Showcasing the company values on a PowerPoint, your headquarters’ wall, or in a marketing campaign won’t bring those core beliefs to life.

Company values only make sense if they’re practiced. Unfortunately, most companies have a disconnect between ‘proclaimed’ values, and ‘behavioral’ values, as Nik Beeson wrote here .

Values are only helpful when they’re expressed in everyday behavior.

Why Are Company Values Important?

When put into practice, well-defined core values are crucial for creating a thriving culture. They are one of the ten building blocks of the Culture Design Canvas .

Here are the key benefits of defining your company values.

Values drive community: If you want your employees to act like one, you need a shared code of behavior. Your values define your company beliefs and bring people together, building a community.

Values attract the right people: People don’t leave companies; they leave toxic workplace cultures. Your core values define what you stand for and will help attract the talent that is right for your organization.

Employees are willing to earn less money to work in an organization that’s aligned with their personal values.

Company values simplify decision-making: It’s easier to make choices when everyone knows what matters (or not) to the organization. Values help establish clear priorities; they make it easier to say “no” to the things that are not aligned with their core beliefs.

Core values educate customers about who you are: When a company brings its beliefs to life, their partners and clients know what they expect (or not) when doing business with that organization.

Corporate values create differentiation: They don’t just represent what you believe, but your unique behavior.

Atlassian is a hugely successful software company. One of Atlassian’s values is “don’t f**k the customer.” Customers are their lifeblood and, by avoiding formal corporate language, it looks like they mean it.

The Problem with Core Values

Your company values may be doing more harm than good.

Enron is considered the biggest fraud in history . Everyone is aware of how the once seventh-largest company in the world ended up being a big scam filled with lies and manipulation.

What very few people remember is what Enron stood for — their corporate values. Let me refresh your mind.

Respect. Integrity. Communication. Excellence. These are the corporate values of Enron, as stated in the company’s annual report. Frightening, right?

That’s a big issue with most organizations; they don’t live up to the standards their executives once defined. Most values mean nothing.

Boeing stands for “Integrity,” “Trust,” and “Safety.” That doesn’t seem to come from the same company that, according to internal memos , had “clowns designing its airplanes.”

That’s the problem with company values.

Leaders pay lip-service to beautiful-sounding words to define their culture. When they define core values, they don’t think in terms of inspiring positive behaviors, but on buzzwords that would excite people.

Approaching your culture by merely listing some inspirational (and politically correct) values won’t do your organization any good. Don’t expect people to jump out of their chairs, saying, “This is our culture! I love it.”

In a world of transparency and cynicism, people are more skeptical than ever before. Don’t try to fool your employees. Your company values should represent how your people actually behave, not what you wish for.

What Defines Effective Company Values?

1. lead with your purpose statement.

Your company’s purpose defines the reason why your organization exists. It represents the impact you want to create in the community, not just in the business.

Organizations that have compelling purposes succeed in rallying people around a mission. They tap into our human desire to be part of something bigger than ourselves.

Your company values are the principles that support your organizational purpose. When designing your workplace culture, you must articulate a compelling purpose before defining your values.

If the purpose addresses the ‘why,’ the values express the ‘how.’

2. Keep your values unique

Throughout this post, I’ll be sharing or addressing the values of various organizations. It’s okay to analyze how other companies define their core beliefs; some might even inspire you to tweak yours.

However, avoid the temptation of acting “like Google or Pixar.” Each workplace culture is unique. That’s why it’s the only true competitive advantage; you can copy what others are doing, but you can’t behave like a company you’re not.

Define values that are not only unique but also meaningful. Choose the values that best capture how you want your employees to behave. Avoid adopting values simply because they’re cool, feel nice, or everyone else is using them.

Embrace who you are and let your values speak for yourself.

3. Make values easy to understand and remember

Keep it simple. If people can’t understand or remember what you stand for, it will be hard for them to bring those beliefs to life.

Southwest Airlines, for example, keeps it values short but then adds a descriptor that people can always get back to. Slack uses emojis to make its core values more human and memorable.

Some companies like Netflix and Zappos have ten values, but you don’t have to go that far. Aim for 5.

4. Your values must cost you

A purpose that doesn’t cost is not worth pursuing .

The same applies to your company values; they must force you to make choices. The behaviors that your organization says “no” to are just as important as the ones you say “yes” to.

True values are not just nice; they also hurt from time to time.

In 1982, withdrawing Tylenol capsules from the market costed Johnson & Johnson $100 million . It wasn’t a cheap decision after some pills were tampered with, but according to J&J’s values, it was the right thing to do.

If your values don’t force you to make tough choices, or if they don’t make you feel uncomfortable sometimes, then they’re just nice-to-have, but not true core values.

5. Update your values over time

As your company grows, your values need to evolve, too. Maybe some of the values you defined early on don’t define how your people should behave today. Or, perhaps, society changed and the words or beliefs need to be updated to reflect those changes.

Netflix’s culture deck didn’t mention anything neither about inclusion nor ethics. But, when the entertainment giant updated its culture canvas, “Inclusion” and “Integrity” became two of Netflix’s ten core values.

Though values are defined thinking of the long-term impact, you must revisit them from time to time. It doesn’t hurt to regroup every six months and see whether the company values need a refresh or some tweaks.

Above all, your values must mean something — they must inspire people, not just be self-serving.

Examples of Company Values

The following examples showcase how several companies define their core values. I’m not endorsing any organization by including them on the list.

Browse the list and see if the values make sense to you. Do you believe those organizations stand for what they preach?

• Deliver WOW through service
• Embrace and drive change
• Create fun and a little weirdness
• Be adventurous, creative, and open-minded
• Pursue growth and learning
• Build open and honest relationships with communication
• Build a positive team and family spirit
• Do more with less
• Be passionate and determined
• Focus on impact
• Build social value
• 🔨 Craftsmanship
• 🙆 Playfulness
• 🙌 Solidarity
• Focus on the user and all else will follow
• It’s best to do one thing really, really well
• Fast is better than slow
• Democracy on the web works
• You don’t need to be at your desk to need an answer
• You can make money without doing evil
• There’s always more information out there
• The need for information crosses all borders
• You can be serious without a suit
• Great just isn’t good enough
• Open company, no bullshit
• Build with heart and balance
• Don’t #@!% the customer
• Play, as a team
• Be the change you seek

Four Seasons Hotels & Resorts:

• Supporting Sustainability
• Building Communities
• Advancing Cancer Research
• Togetherness
• Caring for people and planet
• Cost-consciousness
• Renew and improve
• Different with a meaning
• Give and take responsibility
• Lead by example

Virgin Airlines:

• We think customer
• We lead the way
• We do the right thing
• We are determined to deliver
• Together we make the difference
• Build the best product
• Cause no unnecessary harm
• Use business to protect nature
• Not bound by convention

Whole Foods:

• We Sell the Highest Quality Natural and Organic Foods
• We Satisfy and Delight Our Customers
• We Promote Team Member Growth and Happiness
• We Practice Win-Win Partnerships With Our Suppliers
• We Create Profits and Prosperity
• We Care About Our Communities and the Environment
• Failure isn’t a necessary evil
• Don’t confuse the process with the goal
• Quality is the best business plan
• People are more important than ideas
• Everybody should be able to talk to anybody
• Prepare for the unknown
• Give good notes
• Creating a culture of warmth and belonging, where everyone is welcome
• Acting with courage, challenging the status quo and finding new ways to grow our company and each other
• Being present, connecting with transparency, dignity, and respect
• Delivering our very best in all we do, holding ourselves accountable for results
• Accessibility
• Environment
• Inclusion and Diversity
• Supplier Responsibility

What About Values and Organizational Integrity?

When helping teams define their core values, I usually get asked about values and ethics. Executives want to know whether or not values should address organizational integrity.

Not all values should necessarily address ethical behavior, but overall, organizations must take a stand.

As Patagonia CEO Rose Marcario said, “I think that companies are realizing that their customers and their employees expect them to take a stand. You can’t live in the gray area anymore. There’s too much at risk right now.”

Let’s consider one of Facebook’s values, for example: “Build Social Value.”

Also, among Facebook’s 5 core values, there’s no mention of “protecting users’ private data.” Its clients, employees, and partners should definitely know where Facebook stands when it comes to data privacy.

The issue is that many executives still think of ethics as a personal matter, rather than a workplace culture problem. They expect people to act the right way and leave employee’s integrity to their individual ethics.

However, as Lynn S. Payne explains in this Harvard Business Review piece , ethics has everything to do with your culture. One single person rarely drives corporate misconduct.

“Unethical business practice involves the tacit, if not explicit, cooperation of others and reflects the values, attitudes, beliefs, language, and behavioral patterns that define an organization’s operating culture.”

— Lynn S. Payne

Ethics, then, is as much a workplace culture issue as a personal thing.

So, the short answer is “yes.” You cannot define your core values without applying an ethical lens. A company’s core beliefs determine how leaders want employees to behave. They either want them to behave ethically or not. There’s no middle ground.

Why Values Require Action, Not Words

The Cambridge Dictionary gives a single definition of values: “The principles that help you to decide what is right and wrong, and how to act in various situations.”

Basically, values are not just meant to inspire people, but to promote action.

Zappos has true values. Southwest Airlines has true values. They’re true because all their employees are expected to live by them. Not sometimes, but always.

Johnson & Johnson’s handling of the Tylenol crisis is usually credited to then-CEO James Burke. However, the decision to do a nationwide recall of Tylenol capsules to avoid further loss of life was the consequence of many individual decisions across all levels of the organization.

It wasn’t the consequence of one person’s thinking, but the result of a company that lived what it preached.

Johnson & Johnson’s values are spelled out in the credo written in 1943 by its founder. Patients, doctors, and nurses — everyone who uses its products are the number one priority to the company. J&J is committed to their health and to providing them high-quality products.

Real values are built with action, not words. Johnson & Johnson’s credo made it easier to take such a rapid, cohesive, and ethically-sound decision.

How to Define Company Values for Your Organization

Defining a company’s core values begins with having a clear understanding of an organization’s purpose. Core values developed through a collaborative effort keeps the exercise more real, relevant, and facilitates buy-in.

One piece of advice before you jump into the exercise, though: defining your company values is not about building a list, but purposefully designing the type of company you want to be.

When Patty McCord helped create Netflix’s culture deck, she decided to write down the things the company valued , what mattered to them, and what behaviors they expected in their people.

For example, they didn’t just want courageous employees; they wanted people to understand what “courage” looked like (and what it didn’t).

Put the team together: ‍

Select the right people. Make sure the team represents different interests and perspectives. Include people from management, but also from the front line. Have traditionalists working alongside newcomers. Invite those who love your company and those who complain about it.

Listening to diverse perspectives will provide a more comprehensive view of what your company stands for today.

Capture existing values:

‍ Almost every company has some pre-defined values. Some call them principles, behaviors, or something else.

If your organization is new or has never defined its values, look at press releases, your website’s about page, etc. Identify the words that stand out and use them as the starting point.

Brainstorm values:

‍ Get someone to help you facilitate the brainstorming session and, most importantly, to challenge your team during the selection process.

If you manage the brainstorming on your own, the following questions will help you run the session:

Who are we? What drives us?

What brought us all together and continues to hold us together?

What do we want our company to be known for?

Which values will distinguish us from our competitors?

What behaviors will the company value over making a quick buck? Which behaviors are acceptable? Which are not?

Why did people join our team? Why do others leave our company?

The facilitator should encourage even participation from everybody. Don’t let the boss drive the conversation.

Cluster similar ideas:

‍ Find commonalities. Don’t get stuck with words for now; focus on grouping related ideas together. Make sure that you’re not grouping values that seem similar but aren’t, though.

To avoid this, the facilitator should double-check with the people who wrote the values before assuming what they meant.

Rank and select:

‍ Give three colored dot stickers to each person: one green, one red, and one yellow.

Green is a value that feels exciting or impactful. Red means a value that best supports the company’s purpose. Yellow is for a value that aligns with one’s personal values.

Let each person cast their votes by placing the colored dot stickers next to the different values. Select the values on not only the number of votes, but also on the criteria people used to choose one over another.

Filter values (again):

‍ Are these values realistic? Can your people bring those values to life? Eliminate all BS, the things that mean nothing, or those which are unrealistic.

Get rid of obvious values. For me, integrity is not something to call out — it should be part of every organization, unless you work in an industry where lack of integrity is an issue.

As I shared above, the companies that usually list integrity as a core value are the ones that end up being the worst.

How can you express ethical behavior in a more concrete way? Patagonia, for example, talks about causing no unnecessary harm. Not only is it more specific, but it also sounds realistic and credible.

It’s time for wordsmithing. Who’s the best copywriter in your organization? It’s time to take your values to the next level.

Make sure the values are simple, easy to understand, and touch people’s emotions.

Test and iterate:

‍ Introduce the values to the broader organization. Ask for feedback. Reflect and make the necessary adjustments.

Review and refresh:

‍ Defining company values is not a one-off exercise. Make sure to review your values at least once a year – ideally twice.

How to Cascade Your Core Values Across the Organization

Teach values through orientation. Once company values are clearly documented, share them with new employees during their onboarding process. Provide examples; don’t just share the list.

Hire people based on values . You can train skills, but you can’t teach people to adopt values overnight. The best way to go is by hiring people that already have the values you need. For example, Southwest Airlines will never hire someone that has no sense of humor.

Values also need to be embedded into your company culture so long-term employees do not forget them.

Invite your people to create team rituals that can bring values to life. How can daily practices remind people of how we expect them to act?

Work and play by your values. Slack values high-performance, but also encourages people to protect their personal time. Slack’s motto is: “Work hard and go home.” People are not allowed to work after hours, and they cannot ‘Slack’ each other at night or during weekends.

Reward and promote values. At Southwest Airlines, performance reviews include assigning people a score on how they live each of its core values.

Terminate people who violated the core values. Your culture is the behavior you reward and punish. Firing people is not easy. However, if someone consistently acts against the desired behaviors, by doing nothing you’ll be inviting everyone else to do the same.

Reviewing Company Values — The Checklist

Use the following questions to help you define, challenge, revisit, or refresh your core values.

Are your core values action-driven?

Are company values written in a verb form? (e.g., “Do no harm to our community.”)

Do your values represent what your organization stands for?

Are your values connected to your company’s purpose?

Do you have the right number of values? Are there any missing? Which can be eliminated?

Try this test: if you remove one value and it doesn’t really hurt, then it’s because that value was not critical. Eliminating a fundamental value should feel like removing an arm or a leg from your body.

Have you written your values in the company’s voice?

Do your values make sense to your people?

Were employees involved in the process of defining, writing, or updating your company values?

Do your company values still make sense? Review them every six months.

Finally, the acid test: does the behavior of your organization align with your values? If not, what needs to change ASAP?

Must-Read Articles on Values

What do you stand for an exercise to define your values, a purpose that costs nothing is not worth having, w hat do you stand for, really, it’s not who you are, but who you become that matters, what do you think.

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.

Let Innovation Thrive

Related posts.

The Power of Rituals: Building Bridges in Remote Teams

5 Things That Separate the Best Workplace Cultures From The Rest

Culture Is the Behavior You Reward and Punish

Insights & resources for fearless leaders ‍

All rights reserved. © 2019-2024 Fearless Culture

The Fearless Way - weekly insights & tools about culture and teamwork

.css-s5s6ko{margin-right:42px;color:#F5F4F3;}@media (max-width: 1120px){.css-s5s6ko{margin-right:12px;}} Join us: Learn how to build a trusted AI strategy to support your company's intelligent transformation, featuring Forrester .css-1ixh9fn{display:inline-block;}@media (max-width: 480px){.css-1ixh9fn{display:block;margin-top:12px;}} .css-1uaoevr-heading-6{font-size:14px;line-height:24px;font-weight:500;-webkit-text-decoration:underline;text-decoration:underline;color:#F5F4F3;}.css-1uaoevr-heading-6:hover{color:#F5F4F3;} .css-ora5nu-heading-6{display:-webkit-box;display:-webkit-flex;display:-ms-flexbox;display:flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:start;-ms-flex-pack:start;-webkit-justify-content:flex-start;justify-content:flex-start;color:#0D0E10;-webkit-transition:all 0.3s;transition:all 0.3s;position:relative;font-size:16px;line-height:28px;padding:0;font-size:14px;line-height:24px;font-weight:500;-webkit-text-decoration:underline;text-decoration:underline;color:#F5F4F3;}.css-ora5nu-heading-6:hover{border-bottom:0;color:#CD4848;}.css-ora5nu-heading-6:hover path{fill:#CD4848;}.css-ora5nu-heading-6:hover div{border-color:#CD4848;}.css-ora5nu-heading-6:hover div:before{border-left-color:#CD4848;}.css-ora5nu-heading-6:active{border-bottom:0;background-color:#EBE8E8;color:#0D0E10;}.css-ora5nu-heading-6:active path{fill:#0D0E10;}.css-ora5nu-heading-6:active div{border-color:#0D0E10;}.css-ora5nu-heading-6:active div:before{border-left-color:#0D0E10;}.css-ora5nu-heading-6:hover{color:#F5F4F3;} Register now .css-1k6cidy{width:11px;height:11px;margin-left:8px;}.css-1k6cidy path{fill:currentColor;}

• Leadership |
• 5 tips to set great company values that ...

5 tips to set great company values that reflect your unique culture (with examples)

Company values are the core philosophies that drive how your team works together and engages with one another. Strong company values are tailor-made for your organization’s specific qualities, and often include input from your team members. Get five tips on how to create effective company values, plus check out 15 examples—including how we set company values here at Asana. 

You want to build the best company you can. And one of the best ways to do that is to develop great company values. 

Company values aren’t just nice-to-haves—these values actually drive change, increase retention, and boost productivity. But they do take time and energy to develop. Here’s why company values matter—and how to go about building your own. 

What are company values?

Company values are the core principles that define how your company approaches work, interpersonal collaboration, and employee well-being. Your company’s core values set the tone for how you collaborate and take ownership of work within your organization. When done right, these philosophies serve as guiding beacons to help employees navigate their time at your organization. 

Do company values matter?

Company values aren’t just buzzwords that sound good on your organization’s about page. There are serious benefits to setting—and implementing—clear company values. According to a recent survey , 71% of professionals say they would be willing to take a pay cut to work for a company that has a mission they believe in and shared values.

Strong company values:

Build a healthy company culture

Set the standard for cross-functional collaboration

Increase team buy-in

Increase retention and employee engagement

Give your team members a shared purpose and common goal

Empower decision making

Unlock better teamwork

How Asana thinks about company values

At Asana, we approach company culture the way we approach our product —recognizing that it takes time, effort, and investment to effectively build. Just like our product, company values aren’t one-and-done either—we’re constantly thinking about how we can update and iterate on them so they’re most relevant for our team. Company values are a huge part of building a healthy company culture, but they aren’t just words we can put on a motivational poster and call it a day. 

Together we’re building a better way to work, and showing the world that it’s possible to create both a product and a culture that supports transparency, trust, and inclusion.”

To create strong company values, you need buy-in from your team members. That’s why, when we refreshed our company values a few years ago, the refresh wasn’t led by the executive team. Instead, individual team members spearheaded efforts to align on the values that mattered to us. In doing so, we landed on the following nine values:

Mission. We are purpose-driven people, dedicated to serving something beyond ourselves. Having mission as a value also allows us to continually ground ourselves in why we’re building Asana. 

Do great things, fast. We commit to being great at the things we do and doing them fast, without sacrificing one for the other. 

Clarity. Our product and culture aim to ensure that teams know who is doing what, by when, and why, which unlocks the best work experiences and outcomes.  

Co-creation. Great achievements are almost always the result of not one, but many. We bring our best, let go of egos, and work with empathy and trust to do great things together.

Give and take responsibility. Having integrity around our commitments means seizing exciting opportunities, and also owning it when we have to deprioritize something. We accept full ownership of our commitments, and empower and trust others to achieve theirs. 

Mindfulness. We focus on the present and aim to give ourselves time to reflect and space to integrate what we learn. These practices allow us to collectively learn from and improve all that we do, and to continually evolve our culture. 

Reject false tradeoffs. We stay curious, creative, and open to new perspectives. Choosing between two sides of an extreme results in losing the benefits of one, so we commit to searching for a third way that incorporates the truths of both.

Be real (with yourself and others). We know that our best work is tied to authenticity, which allows for growth and teamwork. We bring our whole selves to work and commit to building an inclusive work environment in which all people feel safe and excited about being their full selves. 

Heartitude. We embrace what makes us human, take time to play and have fun, and create meaningful experiences for their own sake. Why do we have a unicorn flying across our product when we mark a task complete? The real question is—why not?

5 elements of effective company values

If you’re thinking about defining—or updating—your company values, here are five things to keep in mind to ensure you develop successful values:

1. Tailor your core values to your company culture

It can be tempting to see another company’s values and want to copy them. But your company values should be unique to your organization. These aren’t one-size-fits all values—rather, you want your company values to reflect the unique things your organization values. 

2. Base them off of real values

Your company values ultimately represent a set of core principles that you want your employees to embody. When you go through the process of defining your core values, consider the elements that are most important to your team. These are things like curiosity, honesty, trust, or transparency—just to name a few. 

3. Gain team buy in

One of our values at Asana is co-creation for a reason. We think the best way to identify your core company values is to come up with them together. Instead of imposing company values, consider holding a team brainstorming event . You’ll find that co-creating values with your entire team is more meaningful than ones that you just pick as a leadership team. By involving your team in the values creation process, you’re automatically gaining buy-in and increasing team morale. 

4. Embrace quirkiness

In the same vein that you want your company values to be part of your company culture, don’t be afraid to be a little quirky with them. Lean into what makes your company unique and try to bring that out in your values, as well.

We’re definitely guilty of that at Asana—after all, our ninth value, heartitude, isn’t a real word. But it reflects the way we think about having fun while working hard within our organization.

On this note, though, don’t force quirkiness for quirkiness’s sake. If your organization is more straight-laced (and your employees like that about where they work), setting “quirky” values might make team members feel like they don’t quite belong.

5. Don’t overdo it

Ideally, your company values should be things your employees know off the top of their heads. To make this possible, avoid creating too many values, or making them complex and full of jargon. Aim for 10 values or fewer, and stick to simple, easily understandable language where possible. 

14 inspiring company value examples

Before you get started on writing your own company values, take a look at company values from some of the world’s largest and most successful companies. 

We’ve broken these values into three subcategories: unique, bold, and straightforward company values. Your company values don’t necessarily need to fit into one of these categories, but it can be helpful to think about the theme or type of values you want to create before you sit down to write yours. 

Unique company values

Unique company values are values that only make sense for one particular company. These could be puns or inside jokes, or values that reference specific product features. 

Core values

Champion the mission: We’re united with our community to create a world where anyone can belong anywhere.

Be a host: We’re caring, open, and encouraging to everyone we work with.

Embrace the adventure: We’re driven by curiosity, openness, and the belief that every person can grow. 

Be a cereal entrepreneur: We’re determined and creative in transforming our bold ambitious into reality

(And, yes, Airbnb spells it “cereal,” not “serial”—a value in line with their unique culture!)

Members first

Relationships matter

Be open, honest, and constructive 

Inspire excellence

Take intelligent risks

Act like an owner of #OneLinkedIn

Embody diversity, inclusion, and belonging

United Airlines

Our shared values

We fly right

We fly friendly

We fly together

We fly above & beyond

Wikimedia Foundation

Wikimedia Foundation guiding principles

Freedom and open source

Serving every human being

Transparency

Accountability

Stewardship

Shared power

Internationalism

Free speech

Independence

Bold company values

One thing you’ll notice about this second set of values: they’re personal and unique to the company. In fact, some of these might even be controversial if you were to implement it at your own company. That’s actually a key part of what makes them core values to their specific companies, and why we’ve included them on this list.

10 things we know to be true

Focus on the user and all else will follow. 

It’s best to do one thing really, really well.

Fast is better than slow.

Democracy on the web works.

You don’t need to be at your desk to need an answer.

You can make money without doing evil.

There’s always more information out there.

The need for information crosses all borders.

You can be serious without a suit.

Great just isn’t good enough.

Vox Media values

Cultivate passion

Be inclusive

Be ambitious

Collaborate well

Demand quality

Respect all

Thrive on change

What we live by

Deliver WOW through science

Embrace and drive change

Create fun and a little weirdness

Be adventurous, creative, and open minded

Pursue growth and learning

Build open and honest relationships with communication

Build a positive team and family spirit

Do more with less

Be passionate and determined

The Glassdoor culture code

Good people

Straightforward company values

More established or traditional companies tend to have straightforward company values. These are simpler values that are less quirky than the ones we’ve seen so far. That doesn’t make them better or worse—these companies are simply defining values that reflect their company culture .

Corporate values

Respect: We recognize that the thoughts, feelings, and backgrounds of others are as important as our own.

Integrity: We are honest, ethical, and trustworthy.

Accountability: We accept full responsibility for our decisions, actions, and results.

What brings us together guides us forward

Customer success

Dreams and curiosity

Integrity and sincerity

Sustainability

Real values

Communication

Selflessness

Behaviors we focus on

Use company values to build your ideal culture 

Setting company values is just the beginning. Company culture is an ongoing investment to establish team and group norms across your organization.

High-performance cultures don’t happen organically; they’re designed, architected and built with intention: your intention.”

To learn more, read our article on how to build a strong organizational culture .

Related resources

100+ teamwork quotes to motivate and inspire collaboration

Beat thrash for good: 4 organizational planning challenges and solutions

Work schedule types: How to find the right approach for your team

When to use collaboration vs. coordination

250+ Company Core Values Examples to Guide Your Organization

Core values are the principles and priorities that guide an organization’s actions. They represent the foundational commitments and deeply held beliefs that allow a company to navigate complex situations while keeping their identity and culture at the forefront.

Top Core Values Examples

• Build for durability.
• Appreciate the journey.
• We’re iconoclasts and innovators.
• Approach every day with curiosity.
• Think like an underdog and remain humble.

Why Are Core Values Important?

Core values define you. Along with your mission statement , your company core values exist to summarize your ethos. They encapsulate what you’re all about and what you choose to focus on as an organization, even as you grow and scale.

Core values guide you. They give employees an example to follow, a spirit to embody, and this gets everyone on the same page.

Core values help you recruit. They provide job seekers a snapshot of what you care most about, and if there’s alignment between your priorities and those of the job seeker, it’s more likely you’ll want to work together.

Related Reading How to Describe Company Culture: 39 Examples of Culture Statements

What Goes Into Creating Core Values?

Make your core values unique to you. Ask key members of your organization what makes us us ? What are the characteristics of our company that would make someone want to work here instead of someplace else? How would you describe our culture in one sentence? One word?

Make your core values specific and realistic. They should still be aspirational and ambitious, too, though. While “change the world” is probably too big and too vague for it to be an actually useful guiding value, “innovate courageously” has a sharper point to it.

Make your core values succinct and memorable. You want your teammates and job seekers to be able to remember your core values.  

25 experts share advice on how to create core values that will inspire your workforce.

92 Company Core Value Examples

To help you get started on creating your own core values list, we rounded up core values examples used by a few companies, breaking down what each of them gets right.

• Care (for everyone)
• Get better (every day)
• Collaborate (with everyone)
• Act with integrity (every time)

Why it works: Fintech company Achieve boasts a “culture with impact,” and its values set the tone for the empathy and authenticity that team members are asked to carry with them as they engage with one another and perform their job duties. 

• We Are Trusted Partners
• We Cultivate Innovation
• We Value Differences
• We Operate With Responsibility
• We Work Together

Why it works: Nisos is a cybersecurity and threat intelligence company that aims to infuse the energy and spirit of its core values into every element of its people-first work culture, from training and professional development opportunities to its emphasis on work-life balance.

Why it works: Cleo’s values represent the company’s four key business pillars, highlighting a commitment to the company’s mission to “deliver supply chain and organizational agility” — a message that serves as the driving force behind the work of Cleo’s passionate team members.

First Entertainment Credit Union

• Members First
• Inclusivity

Why it works: First Entertainment Credit Union’s values illustrate the priorities at the center of its service model, which supports creators across the entertainment industry.

• Purpose: Lead with why.
• Impact: Make it count.
• Responsibility: Own it.
• Collaboration: Choose teamwork.

Why it works: Thumbtack characterizes itself as a workplace where employees can make a tangible impact on the homeowners and businesses the company serves, and its values provide a simple set of guiding principles to steer their work.

• Bias for Action
• Love Our Customers
• Win as a Team

Why it works: DataGrail’s values reflect the nature of the company culture, which emphasizes, “We lead with trust — on our team and with our customers.”

• We put our teammates before our individual egos and extend ourselves to support each other professionally and personally
• We set ambitious goals for ourselves and supportively challenge each other to get the best result.
• We genuinely care about each other, the company, our customers and the broader world.
• We all have things we’re passionate about outside of work - so don’t expect many dull conversations.

Why it works: Enigma describes its values as being “rooted in high-achievement, empathy and fair play,” laying the foundation for how team members engage with one another and the company’s work to bring innovation to small business intelligence.

firsthand Health Inc

• Individuals at the Center: We always do the right thing and go the extra mile for the individuals we serve, prioritizing their well-being above all else.
• Seek Understanding and Remain Teachable: We assume positive intent and we lead with curiosity. All questions are welcome; we love to learn, whether about one another or ourselves.
• Serious Fun: We work hard on an important mission, but we don’t take ourselves too seriously. We sprinkle fun in as much as possible!
• Bias Toward Action: We all take many small steps to stride towards our vision. We are quick to ask for help and to begin wading into new and often unfamiliar territory, knowing that our team has our back.
• Candor and Kindness: We have an obligation to give timely, direct feedback - delivered with care for our colleagues. We sometimes disagree, but we work through our differences and grow together.
• Deliver Value: Our customers’ endorsement, support and success enables us to further our mission.

Why it works: In line with its vision to create “a world where individuals living with serious mental and physical illnesses live their best possible lives,” firsthand put together a list of values that prioritize engaging both clients and employees with compassion, support and an eagerness to make a positive impact.

Accelerated Digital Media

• Accountability
• Respect every interaction
• Do it with a smile
• Encourage ideas, empower pursuit

Why it works:  Accelerated Digital Media uses the acronym A PRIDE on its website to convey its six core values, setting simple and transparent expectations to guide the way team members perform their jobs. It helps to illustrate the company’s goal of creating “an open, dynamic and productive work environment where expertise and creativity thrive together.”

• Purpose: We pursue work that matters.
• Wholeness: We hold space for people to be their complete and authentic selves.
• Trust: We build relationships based on trust – among teammates, customers, and partners.
• Self-Management: We reinforce autonomy and local decision-making in individuals and teams.
• Inclusion: We see, hear, and value people.

Why it works: Agile Six aims to establish a values system that clearly demonstrates a commitment to having a positive impact both on employees and its government clients. The overall message aligns with the company’s mission to “build better by putting people first.”

Why it works: CompanyCam likes to keep it short and sweet. These core values succinctly reflect the company’s fast-paced people-first culture.

The Predictive Index

• Teamwork: Focus on the “we,” not the “me.”
• Honesty: Follow your moral compass.
• Reliability: Be someone others can count on.
• Energy: Be balanced, be energized.
• Action: Errors of action are better than errors of inaction. Be brave.
• Drive: Own it.
• Scope: Don’t try to boil the ocean.

Why it works: The Predictive Index refers to their seven core values collectively as THREADS, and that’s what this set of values does — it brings together disparate ways of working into a cohesive system and collaboration philosophy.  

• Transparency
• Resourcefulness
• Togetherness

Why it works : At Edmunds, TRUST is not only a value the company holds dear, it’s also the acronym for the Edmunds’ core values. 

• Obsessed with customer needs
• Do the impossible
• Build globally, serve locally
• Act like owners
• Constantly change, learn and evolve
• Respect above all

Why it works:  Spotnana aims to change how we travel and their core values reflect their community-centric approach to building “stronger human connections through travel.”

• Play for each other
• Make something better today
• Build for durability

Why it works: Amperity’s core values are short and memorable and underscore the company’s commitment to “growing a company together” and “planning for long-term scale.”

• Elevate doers of good
• Innovate courageously
• Cultivate inclusivity
• Appreciate the journey

Why it works: As a “leader in social good technology,” Bonterra’s core values tie directly back to — and help expand upon — its stated purpose: “We power those who power social impact.”

• We’re iconoclasts and innovators
• We’re more than a company—we’re a community
• We play as hard as we work

Why it works: By starting each value with “We,” these three values memorably describe the ethos of the company from the starting point of togetherness.

• Act boldly with courage
• Be financially responsible
• Be data-driven
• Operate ethically with integrity
• Be collaborative
• Approach every day with curiosity

Why it works: PEAK6 says its culture is “rooted in innovation, inclusion and flexibility,” and that comes through in its core values, which succinctly sum up how the company’s employees should approach their work.

• Put customers first and value their business
• Be the best at what we do
• Innovate by taking intelligent risks
• Provide an open, honest and constructive workplace
• Promote a fun work environment
• Achieve sustainable long-term growth and profitability
• Think like an underdog and remain humble

Why it works: GoHealth’s core values are comprehensive and speak to company culture, business excellence and the character its teammates should embody.

231 More Core Value Examples

Still looking for more inspiration? Check out these additional company core values examples.

• We are rational
• We strive to improve
• We focus on results
• We are trustworthy
• We are team players

BigCommerce

• Customers first
• Team on a mission
• Act with integrity
• Make a difference every day

Restaurant Brands International

• Meritocracy
• Creativity and innovation
• Authenticity

• Challenging
• Understanding
• Knowledgeable

Related Reading 21 Company Culture Examples to Get You Inspired

Tapestry Solutions

• Dedicated to the dream
• Hold to high standards
• Embrace difference by design
• Break through with magic and logic
• Stand taller together

Magna International

• Take responsibility
• Never settle

The HEICO Companies, LLC

Two Barrels LLC

• Check in with each other
• Test new ideas
• Make beautiful things
• Teach and learn

Restaurant365

• Love good food
• Share positive vibes
• Solve problems, together
• Relentlessly seek greatness

DailyPay, Inc.

• Do your research
• Start simple
• See the circle
• Pull the wagon
• Move the line
• We win with diversity
• Act like an owner

RealWork Labs

• People first
• Adopt a beginner’s mind
• Strength in our differences
• Empower to win
• Relentless pursuit of improvement
• Take ownership, not credit

• Champion the mission
• Embrace the adventure
• Be a cereal entrepreneur

• Make complex things simple
• Set crazy big goals and make them happen
• Be a force for good
• Empower others

Walmart Global Tech

• Service to the customer
• Respect for the individual
• Strive for excellence

• Be the next
• Remember the feeling
• Action is our first instinct
• Do the right thing
• Stronger united

• Be a hacker
• Practice humility
• Be an exceptional teammate

Adage Technologies

• Be an ambassador
• Adapt and evolve
• Enjoy the journey
• Get it done

• Deliver the best customer experience, period
• Grow 1 percent every day
• Work hard and be an owner
• Normal f*cking sucks
• Pay it forward with random acts of kindness
• Have fun, find joy, be you
• Be transparent and direct, with optimism

• Put team first
• Be admirable
• Find a better way

CB Insights

• High standards
• Helpfulness

Ellevation Education

• Continuous learning
• Long-term vision
• Partnership

• Customer first
• Best answer wins
• Operate as an owner
• Accountable for results
• Top talent and teamwork

• Solve a problem
• Work-life balance
• 100 percent transparency
• The best team, ever

• We are owners
• We obsess over customer needs
• We make F5 more agile
• We create a more diverse and inclusive F5
• We create clarity and alignment
• We help each other thrive
• We find and shape brilliance
• We boldly raise the bar

Related Reading You’ve Finally Nailed Down Your Company Values. What Happens Next?

• Customer obsession
• Debate openly, commit fully
• Deliver results
• Grit and focus
• Raise the bar
• Think bold, think big, think broad

• Collaboration
• Client focus
• Professionalism

• Customers are king
• Excellence is a state of mind
• Embrace and drive change
• Focus on focus
• Make It fun

• Bias to action
• Win together
• Show up curious
• Say it, do it
• Customer success is our success
• We love insurance

Envoy Global, Inc.

We believe employees are happier, companies are more successful and our world is a stronger place when people are able to work and live anywhere an opportunity presents itself. We built our company on a simple idea: Never, ever forget that there are people behind every application and case file. We truly care about these people — their hopes, their dreams, their fears — and helping them realize what’s possible.

We take that job really seriously.

Contentsquare

• Team spirit

• Sense of ownership
• Constant changes

• Customer obsessed

• System1 supports you
• Everyone is on the same team
• Be yourself
• Make an impact
• 1 percent better every day

• Take action
• Learn together
• Build a foundation of trust
• Own progress and outcomes
• Focus on customers

We champion the vitality of American enterprise. Our desire to continually build new things reflects our belief that the freedom to innovate, create, and celebrate advancements propels our country. All things are possible so long as we never stop building and improving.

We celebrate the pioneers. That’s why we do more than root for passionate entrepreneurs; we find them, fund them, and build with them. Every Pardon venture was born from this same entrepreneurial vigor and our own artistic sensibility.

Whether launching a new digital media brand or designing a space for deep collaboration and creation, our team approaches each venture and partnership with the same unwavering excitement over the possible path ahead.

Boundless Immigration

• Think without bounds
• Understand the why
• Focus on impact
• Strive to simplify

Morgan Stanley

• Put clients first
• Lead with exceptional ideas
• Commit to diversity and inclusion

• Interfaces matter
• Consumer advocate
• Detail obsessed
• Aligned DIY
• Bold yet humble

• Accountable
• Customer focused
• Collaborative
• Transparent

• Make a difference
• Work together
• Reimagine the possible

• Embody a service mindset
• Dream big, then make it real
• Be proud of the how
• Embrace an ownership mentality
• Debate then commit

Great Companies Need Great People. That's Where We Come In.

56 Core Company Values That Will Shape Your Culture & Inspire Your Employees

Published: June 15, 2023

Company values help you direct every person on your team toward a common goal. They remind you that you share a bigger purpose.

Businesses often look to each other to figure out how to refine their values, habits, and ideas into a set of values. To keep growing, companies need something their teams can get behind and understand.

This search has led many people to HubSpot's culture code — and the original 2013 deck has almost 6 million views online.

In this post, we'll explore why company values are important. We'll show you how to create your core values and serve up some industry favorites for inspiration. And we'll talk about how HubSpot created our culture code and work to grow better.

What are company values?

Company values, or core values, are the fundamental beliefs and principles that guide your organization. These values shape your company's culture and promote cohesion and cooperation among your team. They also help explain why your business does what it does and differentiate your brand from competitors.

Keeping these common values top of mind will help you make business decisions that are in line with your core principles and stay true to the company vision.

50 Examples of Company Values

50 examples and terms to help you define your company's core values, including examples from...

You're all set!

Click this link to access this resource at any time.

Why are company values important?

Core company values give employees purpose. Purpose is undeniably critical for employee satisfaction. In fact, a McKinsey & Company survey of employees found 70% of employees said their sense of purpose was largely defined by work. However, that number drops significantly to 15% when non-executive participants were asked if they are living their purpose at work.

This is why it's important your core values are embraced at every level, not just by the executive team. Purpose doesn't just improve employee satisfaction — it also increases your bottom line and builds trust with customers.

Professor and author Ranjay Gulati explains in his book Deep Purpose that "To get purpose right, leaders must fundamentally change not only how they execute it but also how they conceive of and relate to it." Gulati calls this process deep purpose, which furthers an organization's reason for being in a more intense, thoughtful, and comprehensive way.

Ultimately, core values are critical if you want to create a long-lasting, successful, and motivating place to work.

Whether you work for a new company in need of core-value inspiration, or an older company in need of a value revamp, you're in luck — below, we've cultivated a list of some of the best company values. Additionally, we'll examine how some companies truly honor their values.

Company Values

• Accountability
• Commitment to Customers
• Continuous Learning
• Constant Improvement

Elements of Company Core Values

1. clear and concise.

It is essential to keep your company values clear so that they can be understood and embraced by employees, regardless of their level or position in the company.

Your company values should ensure that employees know what to expect and effectively communicate what's important to the organization.

2. Brief and Memorable

Don't over explain your company values — keep them brief, instead. Having bite-sized values will make them easier to remember, making it more likely that they will be internalized and adopted as part of your company culture.

Plus, having short and catchy values can help create a distinctive brand identity, giving your company a competitive advantage. It will be easier to differentiate your company from others in the market when the values are memorable and unique.

3. Action-Oriented

Want values that create a significant impact? Make them action-oriented.

Rather than focusing on abstract ideas and concepts, establish core values that serve as a guide for how employees should act and behave in their daily work. This will help establish accountability among your employees and empower them to do their best work.

4. Reflective

Your core values establish the foundation of your company's culture, which is why they must be unique to your company and accurately reflect your mission, vision, beliefs, and objectives.

Keeping your values consistent with your objectives can help create an authentic brand image and foster trust among your customers, partners, and employees. It will also help attract and retain employees who have the same beliefs, resulting in a more cohesive and effective staff.

5. Adaptable

While your core values should always be consistent with your overall mission, don't be afraid to make adjustments as your company grows. Your company may not look like it did when it first started out, and your original values may not be as relevant or effective as they were then.

For instance, HubSpot has updated its Culture Code over 30 times since its founding.

As your business evolves, regularly obtain feedback from employees and other stakeholders, and re-assess your core values when necessary.

Examples of Companies with Inspiring Core Values

1. patagonia.

• Build the best product — Our criteria for the best product rests on function, repairability, and, foremost, durability. Among the most direct ways we can limit ecological impacts is with goods that last for generations or can be recycled so the materials in them remain in use. Making the best product matters for saving the planet.
• Cause no unnecessary harm — We know that our business activity—from lighting stores to dyeing shirts—is part of the problem. We work steadily to change our business practices and share what we've learned. But we recognize that this is not enough. We seek not only to do less harm, but more good.
• Use business to protect nature — The challenges we face as a society require leadership. Once we identify a problem, we act. We embrace risk and act to protect and restore the stability, integrity and beauty of the web of life.
• Not bound by convention — Our success—and much of the fun—lies in developing new ways to do things.

For Patagonia, company values aren't just a few feel-good statements to put on the "About Us" page. When founder Yvon Chouinard's first venture, Chouinard Equipment, found that their pitons were damaging natural rock, they developed an environmentally-friendly alternative — aluminum chocks.

This bold act was the first of many, including offering on-site childcare, creating the Tools for Grassroots Activists conference, and Patagonia Action Works. The most recent is the news that Chouinard is shifting his family's ownership of the company to a trust that will support future operations. This $3 billion decision also has the potential to contribute about $100 million a year to climate change research.

"While we're doing our best to address the environmental crisis, it's not enough. We needed to find a way to put more money into fighting the crisis while keeping the company's values intact...

Truth be told, there were no good options available. So, we created our own."

This move is a clear reflection of the company's core values above.

• Focus on the user and all else will follow.
• It's best to do one thing really, really well.
• Fast is better than slow.
• Democracy on the web works.
• You don't need to be at your desk to need an answer.
• You can make money without doing evil.
• There's always more information out there.
• The need for information crosses all borders.
• You can be serious without a suit.
• Great just isn't good enough.

On Google's philosophy page , they don't just list their core values — they also provide examples.

For instance, consider their value, "You can make money without doing evil." While many companies likely tout the benefits of integrity, Google references strategic efforts it has made to avoid "evil" business, including — "We don't allow ads to be displayed on our results pages unless they are relevant where they are shown … We don't accept pop–up advertising, which interferes with your ability to see the content you've requested ... [and] Advertising on Google is always clearly identified as a 'Sponsored Link,' so it does not compromise the integrity of our search results."

Fulfilling values like "don't be evil" can be complicated. As Google grows and develops more products, there is more tension and scrutiny. Ultimately, a core value doesn't have much power if your company can't list intentional, calculated decisions it's made to put values ahead of profit.

3. Coca Cola

• People are at the center of everything we do, from our employees to those who touch our business to the communities we call home.
• Each one of us can make a big difference for a better shared future.
• We value diversity, equity and inclusion — 700,000+ people around the world work at Coca-Cola and our bottling partners. We champion diversity by building a workforce as diverse as the consumers we serve. Because the more perspectives we have, the better decisions we make.
• We value equality — Empowering people's access to equal opportunities, no matter who they are or where they're from. Our company has signed several gender diversity pledges and is working towards an even split of women and men in leadership roles.
• We value human and workplace rights — For 130+ years, we have built a reputation on trust and respect – everywhere we do business.
• We commit to supplier diversity — Our commitment is to spend $1 billion with diverse partners. We are more than doubling our spending with Black-owned enterprises across our U.S. supply chain—by at least $500 million—over the next five years.

Coca-Cola demonstrates its diversity core value with its public Diversity, Equity, and Inclusion page . It lists the company's diversity-related efforts, such as, "It's our ambition by 2030 to have women hold 50% of senior leadership roles at the company and in the U.S. to have race and ethnicity representation reflect national census data at all levels."

Additionally, Coca-Cola's Sustainability page exemplifies its commitment to climate, as well. This page includes charts and statistics about water usage, recycling, and more. By acknowledging both its efforts and its shortcomings, Coca-Cola is able to show its desire to live up to its values, while taking responsibility for any mismatch between its ideals and reality.

4. Whole Foods

• We Sell the Highest Quality Natural and Organic Foods
• We satisfy and delight our customers
• We promote team member growth and happiness
• We practice win-win partnerships with our suppliers
• We create profits and prosperity
• We Care About our Community and the Environment

Underneath each of its values on its core value page, Whole Foods provides a link, such as, "Learn more about how we care about our communities and the environment."

Ultimately, their page demonstrates their ability to walk the walk. For instance, to exemplify their commitment to local communities, Whole Foods created a Local Producer Loan Program , which provides up to $26 million in low-interest loans to independent local farmers and food artisans.

Additionally, Whole Foods provides a list of environmentally-friendly efforts they've practiced since 1980, including "Printing and packaging using recycled paper and water- or vegetable-based, composting to decrease landfill waste, and no single-use plastic bags at checkout since 2008".

Amazon's acquisition of the grocery chain in 2017 caused some loyal shoppers to question the authenticity of the brand. But they brought in a new CEO in 2022 who wants to more deeply connect to the core values of Whole Foods. And a 30% increase in local brands and double the number of banned food ingredients in stores show that the company is still focused on its core values.

If you've ever been to Whole Foods, you know they're serious about their efforts to reduce waste and help the local community. In fact, it's part of the reason so many customers are brand loyalists — because they support those efforts, too.

5. Nude Barre

• We strive to make sure that all hu(e)mans feel seen and heard.
• We believe that everybody deserves to find their perfect hue. — The diverse world we live in needs products that account for all skin tones and body types. Every hu(e)man deserves a choice. Our company is pioneering the change we want to see in retail by providing an unmatched level of choices, regardless of hue!
• We believe in eliminating the "other." — Gone are the days of "sun tan" and "beige" being the only options for nude. No one should have to dye or customize their hosiery and intimates. Through our 12 inclusive shades, we are committed to making undergarments that look good, feel good, and are the perfect hue for you!
• Because we all deserve to be center stage. — Here at Nude Barre, we are on a mission to reclaim and revolutionize nude. We provide people who have been historically overlooked and underrepresented with resilient and comfortable bodywear that becomes one with your skin. Our 12 unique shades close the representational gap and elevate all hu(e)mans. Because if we don't, who will?

Nude Barre founder Erin Carpenter used her experience as a professional dancer as a starting point for her product.

"I would spend hours dyeing my tights and 'pancaking' my shoes [applying pancake foundation to shoes with a sponge to mattify and change their color], and had many friends and colleagues who were doing the same to meet the industry's requirement of nude undergarments."

These frustrations didn't just lead her to solve a problem that she struggled with for years. They helped her create a set of company values that emphasize empathy, access, representation, and awareness.

This clear story and set of values have led to over $1.5 million in funding to continue to grow her business.

• Embody a service mindset. — Never stop advocating for the needs of others.
• Dream big, then make it real. — Be ambitious. Show and do is greater than tell and talk.
• Be proud of the how. — Ensure deep integrity in everything you do.
• Embrace an ownership mentality. — Take initiative to leave things better than you found them.
• Debate then commit. — Share openly, question respectfully, and once a decision is made, commit fully.
• Build with humility. — Put collective success before individual achievements.

This popular payroll app supports 200,000+ businesses in the United States. Gusto doesn't just talk about supporting the needs of employees and customers. Leaders at this company make it happen with radical transparency.

For example, Gusto's chief security officer recently wrote for Fast Company about transparency. His article talks about why he shares every performance review with each of Gusto's 2000 employees.

"Many organizations espouse transparency as a core value, but it typically doesn't extend to performance reviews. While leaders are often privy to our teams' reviews, it's rarely a two-way street. The result is that for many people, it's uncomfortable to give and receive constructive feedback at work.

When I first shared my review, the Google Doc...broke because hundreds of people—nearly 30% of our workforce—tried to read it that same day. Similarly, almost 40% of employees read our co-founder and CTO's review the day he first shared it."

This simple approach to company values shows their team how their leaders hold each other accountable, and that "it's okay to fall short sometimes as long as we commit to growth."

7. American Express

• WE DELIVER FOR OUR CUSTOMERS — We're driven by our commitment to deliver exceptional products, services and experiences to our customers. We value our strong customer relationships, and are defined by how well we take care of them.
• WE RESPECT PEOPLE — We are a diverse and inclusive company, and serve diverse customers. We believe we are a better company when each of us feels included, valued, and able to trust colleagues who respect each of us for who we are and what we contribute to our collective success.
• WE CARE ABOUT OUR COMMUNITIES — We aim to make a difference in the communities where we work and live. Our commitment to corporate social responsibility makes an impact by strengthening our connections.
• WE MAKE IT GREAT — We deliver an unparalleled standard of excellence in everything we do, staying focused on the biggest opportunities to be meaningful to our customers. From our innovative products to our world-class customer service, our customers expect the best —and our teams are proud to deliver it.
• WE NEED DIFFERENT VIEWS — By being open to different ideas from our colleagues, customers and the world around us, we will find more ways to win.
• WE DO WHAT'S RIGHT — Customers choose us because they trust our brand and people. We earn that trust by ensuring everything we do is reliable, consistent, and with the highest level of integrity.
• WE WIN AS A TEAM — We view each other as colleagues – part of the same team, striving to deliver the brand promise to our customers and each other every day. Individual performance is essential and valued; but never at the expense of the team.

American Express doesn't just hit the bare minimum when it comes to polite, helpful customer service. They go above and beyond to solve for their customers, even when there's no protocol in place.

For instance, Raymond Joabar, the Executive Vice President at American Express, told this story in a Forbes interview : "One time, a hotel café manager [an Amex merchant] alerted my team that he had accidentally sold a display cake with harmful chemicals and needed to find the customers before they ate it. Obviously, there's no procedure for that, but our team took ownership of the problem. They gathered all the information they could from the record of charge, identified 21 Card Members who used their cards at the café during that time frame, reviewed the accounts to find the right match, and then called the Card Member in time before they served the cake at an anniversary party."

"The important point here," Joabar noted, "other than that everybody ended up safe and sound — is that there isn't a script for every situation, so we empower our care professionals to do what's right for the customer. And we recognize what they do with this empowerment as well. We give awards to employees who go above and beyond to help customers and we share their stories across the company."

This anecdote exemplifies American Express employees' commitment to their customers even when it's not easy, and demonstrates the company's dedication to living by its values.

At Recreational Equipment, Inc. (REI) we believe a life outdoors is a life well-lived!

We believe that it's in the wild, untamed and natural places that we find our best selves, so our purpose is to awaken a lifelong love of the outdoors, for all.

Since 1938, we have been your local outdoor co-op, working to help you experience the transformational power of nature. We bring you top-quality gear and apparel, expert advice, rental equipment, inspiring stories of life outside and outdoor experiences to enjoy alone or share with your friends and family. And because we have no shareholders, with every purchase you make with REI, you are choosing to steward the outdoors, support sustainable business and help the fight for life outside.

So whether you're new to the outdoors or a seasoned pro, we hope you'll join us.

Recreational equipment co-op REI has remained true to its values since its founding in 1938. The co-op model allows them to invest a significant portion of profits back into their community through employee profit sharing and donations to nonprofits dedicated to the outdoors.

Since 2015, all REI stores close on Black Friday — perhaps the biggest shopping day of the year — so employees can enjoy time outdoors with friends and family.

The company states "We give all our employees a day off to #OptOutside with family and friends on the busiest retail day of the year. We continue this tradition because we believe in putting purpose before profits."

But some employees feel that the company could do more to meet the expectations set by its ambitious value statement. They're not the only people that feel this way about an employer. A 2022 Gartner survey says that 50% of employees have changed their employer expectations since the pandemic.

It's no longer enough to have a clear set of company values, companies must show action toward those stated goals. According to a 2021 McKinsey report, only 30% of consumers want to hear a brand's stance on societal issues. At the same time, 61% want to see companies take action on those issues.

Company values are more than a page on the website. They need to be a plan for what your company stands for over time. Let's talk about how you can create authentic company values for your business.

How to Implement Core Values

Now that you've seen what core values look like at other companies, you may be wondering how to create and implement your own. While defining your core values may be a hefty task, there are a few simple steps that will help you develop and iterate your own.

1. Check in with your team.

A quick way to get started is to consult your founders or executive team. They'll often already have a mission statement or vision for the company values.

If not, you may want to set up a few brainstorming sessions with your team. Company values can also come up as your team solves problems together.

As you start your business, jot down ideas as they come up, and keep them somewhere that's easy to find. This way you have an easy place to go for inspiration when you draw a blank or get stuck.

Once you have that framework, you can work on fleshing out your organization's core values.

If you're having a hard time getting started, this company culture code template can help.

How HubSpot completed this step: HubSpot was operating for three years before co-founder Dharmesh Shah started work on HubSpot's culture code . He started the project by asking questions and sending surveys to the team.

This took several rounds because one of the common themes was that employees love working at HubSpot because of the people. It took more time and effort to discover why and how that feeling could translate to a set of company values.

2. Solicit feedback.

The level of feedback you need for a project like this isn't a one-time and done sort of effort. While the responses to a question like "Why do you love working here?" may feel good to hear, they may not be specific or honest enough to build your core values on.

You'll want to ask tough questions and get into the details. This will help you collect constructive criticism. It will also help you understand the culture your business already has. Building on your existing values is the best way to create a lasting company culture .

It's also important to key into informal conversations and non-verbal signals. Let your team know what you're doing and why. Then, practice active listening. It may be tempting to argue or defend your point of view during these conversations. But interrupting in this way could mean that you'll lose valuable insights.

These are some useful resources for gathering feedback from your team:

• Positive feedback examples
• Giving and receiving feedback
• Giving and receiving employee feedback

How HubSpot completed this step: HubSpot's core employee values were initially outlined in the acronym HEART:

• Transparent

While getting feedback for HubSpot's culture code update, co-founder Dharmesh Shah realized that something was a bit off. He found that the acronym was missing one integral part of how HubSpot does business: empathy.

3. Implement feedback.

Part of creating a set of company values is ensuring that employees buy into those ideas. So, if collecting feedback is an essential step, the next step has to be putting that feedback into action.

While not every piece of feedback will be useful, it's important to recognize these contributions. As you review updates from your team, you'll want to compare these insights and start to look for patterns. Once you have some clear ideas of what you want to add or update, outline your next steps to put these changes into place.

Then, share the plan with your team and thank them for their insights.

How HubSpot completed this step: In HubSpot's case, the team decided to update our culture code and the HEART acronym changed to Humble, Empathetic, Adaptable, Remarkable, and Transparent.

Company Culture Code Template

Establish an inclusive organization with our free Company Culture Code Template. Outline your...

• Culture code.
• Company mission & values.
• Company policies.

No matter what your creative process is, to make your company values unique, you'll want to think about what you want those values to do.

Ask yourself:

• How can my team act on these ideas?
• What will make these ideas easy to remember?
• Do these ideas inspire me to do my best?
• Are these ideas inclusive and relevant for everyone on the team?
• Are they specific enough to guide us when making tough decisions ?

As you refine your core values, make sure that they embody the spirit of your business and team.

How HubSpot completed this step: Core values often relate to the problems your business wants to solve and how that relates to your personal values.

For example, in a talk at Stanford University, Dharmesh Shah shared the quote, "Sunlight is the best disinfectant." He told a story of how he interpreted this Louis Brandeis quote and then explained how it came into conversations that he and co-founder Brian Halligan were having about transparency.

You can hear the full story in the video below:

Company values often use short sentences and declarative phrases. Because of this, it can also be useful to explain how your team interprets a simple phrase within your values. For example, the culture code explains what transparency is and what it isn't at HubSpot.

Don't forget to share this post!

Related articles.

How To Design a Professional Development Plan for Career Growth

Creating a Fulfilling Workplace: 5 Guaranteed Ways to Boost Job Satisfaction on Your Team

30+ Positive Feedback Examples Your Employees Need to Hear

Guide to Onboarding vs. Orientation

Behavioral Competencies: Putting Together the Best Team

How To Use a Hiring Committee for Your Company

How To Avoid Manager Burnout

How To Create a Job Requisition

Paid Holidays: An Explainer

How To Craft a PTO Policy

50 examples and terms to help you define your company's core values.

Marketing software that helps you drive revenue, save time and resources, and measure and optimize your investments — all on one easy-to-use platform

Company Values: The Definitive Guide With Top Examples

How many of your employees are already on social?

Having defined company values not only benefits employee engagement and how employees interact with your organization but can influence if someone wants to support your business. 

Your core company values shape the work environment and the business decisions your leadership teams will make. 

And although the concept might sound like corporate jargon, the values defined by your organization shape how you build great teams, create great products or services, and deliver the best experience for customers. 

So what is the importance of defining company values? What examples are out there that can help your organization? In this guide, you’ll learn all the in’s and out’s to giving your business a more meaningful purpose that everyone can support. 

Company Values Defined

Importance of company values.

• Company Values Statistics
• Examples of Common Values

Companies with Excellent Company Values

How to define your company values, communicating company core values today, digital platforms help communicate values.

Think of your company values as your company’s DNA and what separates you from the competition in your space. Your values reflect your business beliefs, principles, and decisions that define who your company is. They influence employees, future hires, and relationships with customers, stakeholders, and business partners. 

The business decisions your organization makes should all be guided by the values set forth at the highest level. That includes product or service innovation, whom your company chooses to hire or work with, the overall mission statement, and how you work with customers. 

Often, organizations will talk about their core company values, but lack transparency with their people or even follow the values themselves. As the saying goes, practice what you preach! 

And you bet that employees and customers can see through the facade if you aren’t actively practicing your own principles and genuinely caring about having strong and positive values. 

Remember, each of your employees — from the intern to the CEO — should be aligned with the company values, workplace culture, and make decisions that will accurately meet and reflect those values.

At this point already, you probably are getting a clear picture of why core values matter to your organization. But to truly understand the impact and influence, it’s important to dive a bit further into the data and more. 

Besides differentiating your company from the competition, your company values truly influence everything at your company. For example: 

• They guide how everyone communications internally and externally
• These values guide decisions by the business leaders and executives
• They help marketers create a brand and define their strategies better
• Helps sales better communicate and present products or services
• Influences customer service and client success on how to interact with customers
• Ensures employees are all on the same page to boost employee engagement, productivity, motivation, and efficiency
• Impacts product and innovation to focus on areas that improve results and business ROI
• Guides HR teams on shaping culture, employer brand, and recruiting efforts 
• These values help you attract and retain customers with similar beliefs 

And you can probably even think of other areas where defined business values will influence your organization. But you can see that this is why organizations spend a lot of time defining who they are, what they believe in, and creating a set of values. 

Additionally, these core values can shift over time. Your organization may transition throughout the years, especially with remote work , the employee experience, and the digital transformation all influencing the workplace. 

A few years back, Twilio CEO and Co-founder Jeff Lawson gave a speech about company values and why companies need to have a strong culture. It’s just over 30 minutes long, but definitely save it for later to watch if you can’t right now.

Company Values Statistics  

As you read in the previous section, company values have a direct impact on your entire organization and if you have happy employees. From the examples of importance above, you should now understand that this is something your business should not take lightly. 

However, let’s look at some company value statistics to the influence it has overall. 

• 76% of employees believe that well-defined business goals help cultivate a positive work culture. ( Bultin )
• More than 50% of CEOs and CFOs say corporate culture influences productivity, creativity, profitability, firm value, and growth rates. ( Forbes )
• Companies with highly aligned cultures and innovation strategies see 30% higher enterprise value growth and 17% higher profit growth. ( Achievers )
• In a survey, 26% of employees would forego a fancy title and 65% would accept lower pay before dealing with a poor workplace environment. ( Harvard Business Review )
• Just 23% of U.S. employees strongly agree that they can apply their organization’s values to their work every day. ( Gallup )
• 89% of HR leaders believe peer feedback and regular check-ins enhance their organizational culture. ( Businesswire )
• Actively disengaged employees cause U.S. companies between $450 – $550 billion in lost productivity per year. ( Zippia )
• 92% of employees agree that when they’re recognized for a specific action, they’re more likely to repeat it in the future. ( Achievers )
• 35% of U.S. workers say they would pass on the perfect job if they felt the company culture wasn’t a good fit. ( Robert Half )
• 93% of employees would stay at a company longer if it invested in their careers. ( LinkedIn )

Examples of Common Company Values

No one company is alike when it comes to their core values and how they create culture. But almost every organization has overlapping themes that drive their business decisions. 

Naturally, some organizations may pick and choose to focus on specific areas or dabble in them all. Either way, these areas are all redeeming examples of common company values that all businesses should strive to achieve. 

• Accountable
• Commitment to Customers
• Continuous Learning
• Constant Improvement
• Employee Development
• Discipline 
• Empowerment
• Authenticity

Besides the common themes used for company values above, what companies have some of the best values today? You might have a brand you love already, which is most likely tied to their core company values. 

The innovative tech company has been on the cutting edge of technology for years. Yet, Adobe has also put focus and emphasis on their culture and company values. 

Adobe’s Values :

While their values are simple, they live and breathe by them. And it’s why you see so many engaged employees and customers sharing on social media about their love for the company. 

Adobe also has been one of EveryoneSocial’s first customers and continues to be today many years later. We are inspired and proud to work with Adobe on their employee advocacy initiatives. Read our customer story with Adobe here .

Workday is an American financial management and human capital management software company, which was founded in 2005. And since then, the company has grown significantly. 

Workday’s Values :

Additionally, Workday is another great customer of ours that we have gotten to work with over the last few years. We look forward to our continued partnership. 

The American online real estate marketplace company was founded in the mid-2000s and has since become the go-to website for finding homes. Yet, the company has also blossomed and now employs over 6,000 people! 

Zillow’s Values :

Over the years, Airbnb has become a top brand that people love. And even though they faced some recent hardships when the global pandemic hit the world, the brand continued to stick by its core values along with great leadership.

Airbnb’s Core Values :

HubSpot’s marketing and sales software has become one of the most well-known names in the space. And over time, they have also focused on their work culture, diveristy & inclusion, as well as their core company values.

The Co-Founder and CTO Dharmesh Shah, put together a cool presentation all about their culture and values. You can view that presentation at the link below.

HubSpot Core Values :

So how does your organization define its own company values and maintain a culture of innovation? Although you might have values already, do they really illustrate what your company wants to represent to audiences? Is employee satisfaction the highest it can be?

And while a lot of effort might have gone in to define these in the past, do these values still hold true, or are they legit working? 

It’s okay if the answer is unclear or a definitive “no.” Addressing and examining your company values can be done at any time, but you do want to put forth your best effort. 

Here are some guidelines that can help you establish or update your company values: 

• Keep it short and simple . Company values should be memorable and easy to adhere to. Nobody wants to read a book or get lost in corporate jargon. Use words from the examples above and things that are identifiable for the average person. There is no reason to complicate or confuse anyone. 
• Have related goals for your values . Often, companies dance around how the company values relate to the company goals and mission. These values need to intertwine with everything your company does — from the product or services to your overall company culture. 
• Incorporate values that empower employees . Your values must connect with your employees and be supportive in their professional careers, which help them continue to be successful. Encourage their feedback, ideas, knowledge sharing, and let them take ownership of their work.  Doing this creates better communication, improves employee retention, and creates employee influencers . 
• Put unique twists on your values . As you saw in the examples, there are tons of common themes and words that organizations will use. And while that might be the case, you can be creative and unique with your company values. Mimicking a competitor on values is not only obvious, but it looks like your organization didn’t put much thought into it. Being different and having your own company personality will help your organization attract the right customers and employees.

One of the important aspects of distributing your company values is how you communicate this important information. You might have noticed I left this one off from the previous section. However, it’s because how you internally and externally communicate values is incredibly important. 

Overall, your company values strategy has two parts:

• Defining your values
• Distributing your values

While defining your company culture and value can be challenging, communicating them effectively is another hurdle to overcome.

You should communicate these values with your employees and external stakeholders (investors, partners, customers), so everyone knows what they are and why they exist. This encourages everyone to be a part of your brand community and feel valued for their contributions. 

How can you distribute these values and ensure everyone feels connected? Here are a few things to consider: 

• Ensure executives are leading by example and living the core values every day
• Make sure the values are instilled in the hiring and onboarding process. That way from day one, future hires know what to expect. Plus, it helps hiring managers find the right people who align with the company values well. 
• Ensure the core values are a focal point of your internal communications strategy. And no, a monthly newsletter with information and values is not enough. 
• Use an employee advocacy platform to not only distribute news and information, but give everyone the ability to engage, provide feedback, create and share, and be recognized. Your company values will easily be distributed and shared no matter where employees are working. 
• Recognize employees for their contributions and ensure it’s a clear company value so people feel engaged and want to go the extra mile. 
• Although COVID-19 forced many organizations to work from home, the values can still apply in the office once employees may start returning to the office. Make sure your company values remain visible every day in the workplace. 

The global pandemic of 2020 has changed the way organizations work and communicate with their employees. Yet, even prior to these historic times, core values and communication breakdowns were happening. 

• 74% of employees feel they are missing out on company information and news. 
• 72% of employees don’t have a full understanding of the company’s strategy. ( IBM ) 
•  57% of employees report not being given clear directions and 69% of managers are not comfortable communicating with the employees in general. ( HR Technologist )

However, the pandemic forced a large part of the world to quickly switch to remote work, while unfortunately layoffs and businesses also closed rapidly. Needless to say, trust and communication have been more important than ever before to foster a great workplace. 

And since the world has drastically changed, it forced many organizations (probably yours included) to re-access company values and communications strategies. It’s important now that you take a look at how you can strengthen your core values and instill trust during a crisis as we saw in 2020. 

This is why digital communications and platforms are more relevant than ever! There are certainly many tools and platforms to work with, but one that works well in employee advocacy platforms (I.E. EveryoneSocial for Comms ).

Think of it as the central hub, where content, information, collaboration, community, and recognition can all happen — no matter where employees are currently working. 

• Personalized content feeds
• Mobile apps and desktop application
• Email and push notifications, newsletters, in-app notifications
• Pin, highlight, scheduled, or mark important news or content
• Utilize gamification and leaderboards to drive engagement
• Community feed of employees, jobs titles, and contact info 

It’s a great place for leaders to distribute relevant information and ensure core values are distributed and continued throughout the entire workforce.   

Remember, an employee communications platform can be a game changer, but it won’t solve any communications or company value challenges without strategic planning. 

Want expertly crafted content to help refine your marketing, social selling, and recruiting strategies? Sign up for our newsletter and get a copy of our Personal Brand Starter Kit. 👇

More posts related to Communications

Information overload: what it is and 5 tips to beat it.

We live in a knowledge economy where information is currency, and there’s no shortage of information easily available to us…

16 Employee Newsletter Tips to Engage and Inform Your Workforce

Despite the countless communication methods we have today, email remains the most-preferred channel for reaching employees. In fact, 95% of…

More from Everyonesocial Customers

Core Company Values: Definition, Examples, Card Deck & 2023 Facilitation Guide

Core company values are the backbone of any successful organization. They shape the culture, guide decision-making, and play an instrumental role in employee engagement and employer branding. In a post-covid world that is rapidly evolving, with new challenges and opportunities emerging at an unprecedented pace, having a clear and accepted set of core values is more important than ever.

Despite their importance, core values are often misunderstood or seen as empty corporate jargon. This is why I have created this guide, which I have personally used to facilitate actual workshops with my clients.

Content of This Facilitation Pack

• Value Definitions : A simple way to explain values. Definitions for individual values, core company values, and aspirational values, aimed to demystify these concepts and highlight their importance in our daily interactions.
• Core Values Examples : A list of 99 diverse core company values that can serve as inspiration for your organization. This list is designed to ignite meaningful discussions and help you visualize the range of values that could define your company culture.
• A Card Deck : A downloadable card deck to foster creative thinking and insightful conversations about values. This deck is also a central tool used in the value workshop, bringing an interactive and engaging dimension to the process.
• A Workshop Facilitation Guide : A step-by-step guide to conducting a collaborative core values workshop with your team. This guide outlines the process of identifying and prioritizing core values collaboratively, fostering a sense of shared ownership and commitment.

Download Resources and Materials

• The card deck ( pdf )
• The session outline ( pdf ).

Pack Update 1.2: Now includes a downloadable session outline.

What are Core Company Values?

In this chapter, we will dive into a simple metaphor that I often use to clarify what values are and how they shape our actions – the Influencer Metaphor . By considering values as influencers within us, I'll show you how they guide our daily behaviour, interactions, and decision-making process.

This metaphor is eye-opening and relatable, making it a perfect starting point.

Understanding Individual Core Values - The Influencer Metaphor

Before understanding how company values influence an organization, let's look at personal values. Think of each value you hold as an influencer, a little voice inside you that guides your behaviour, interactions, and decision-making process daily.

Take, for example, the value of courage. Imagine having an internal influencer named Courage who nudges you to take risks and face challenges head-on. Whenever you're confronted with a decision, Courage is there, weighing in on your choices and urging you to take the braver path.

Sounds simple, right? Well, it's a bit more complicated than that.

Our inner world is not governed by a single influencer but rather a bustling team of influencers, each representing different values. Like any team, they sometimes have differing opinions and engage in lively debates.

Picture your "Boldness" influencer enthusiastically promoting a daring move while your "Stability" influencer advises caution. The interplay between these influencers and which one prevails more often forms the foundation of your personality traits.

Core Company Values vs Core Value

Now that we grasp personal values as influencers, let's explore how this concept translates to an organizational setting.

Corporate values aren't tangible entities sitting in a conference room. They're abstract principles that can only be embodied through the actions of the company's employees. This means that the influencers within individuals become critical in aligning with the company's values.

Here's what this implies:

• For Employees : It's vital for your dominant influencers to be in sync with the company's core values. While a perfect match isn't necessary (or realistic), there should be some degree of harmony. It's also important to recognize that people are adaptable and can slightly adjust their influencers in different contexts, such as the workplace.
• For Companies : The organization must ensure that all established rules, processes, and cultural norms encourage the correct values (or influencers) to thrive among employees. This alignment is critical. Misalignment between rules and values could lead to superficial, bullshit corporate values.

Bullshit Values: The Pitfalls to Avoid

When identifying and articulating core company values, organizations must be vigilant to avoid what I call "bullshit values."

Bullshit values are superficial expressions that sound good on paper but don't reflect the true beliefs or practices of the organization. These are often adopted for public relations or to create a facade that appeals to a particular audience.

The danger of bullshit values is that there is a disconnect between what the organization claims to stand for and what it actually practices. This inconsistency will erode trust internally among employees and externally with customers and stakeholders. To build an authentic and resilient corporate culture, it's critical that the values an organization commits to are genuinely representative of its guiding principles and daily practices.

What Are Aspirational Values: Setting Sights on the Future

Another vital dimension to consider in the mosaic of core company values is aspirational values . As the name suggests, aspirational values do not reflect an organization's current culture or practices but represent the goals and ideals the company strives to achieve.

Imagine introducing a new influencer into the team of internal influencers we discussed earlier. This newcomer, representing an aspirational value, may initially seem unfamiliar or out of place amongst the established voices. However, its role is to guide the team toward new horizons and foster evolution and growth.

The Role of Aspirational Values

• Driving Change and Growth : Aspirational values can catalyse organisational change. For example, if a company aspires to be more innovative, fostering a culture encouraging experimentation and creative thinking becomes essential.
• Aligning with Market and Societal Trends : As the market and society evolve, so too must the values of an organization. Aspirational values can help in aligning the company with emerging trends and expectations.
• Inspiring and Motivating Employees : When employees see that the company has a vision for growth and improvement, it can inspire them to contribute actively to achieving these goals.

Incorporating Aspirational Values

For aspirational values to become real, they need to be integrated deliberately and thoughtfully into the company's culture. Here are some steps to achieve this:

• Identify Collaboratively : Begin by engaging the team in identifying which aspirational values align with the company's future goals. This collaborative approach ensures buy-in from all stakeholders and taps into the organization's collective wisdom.
• Clear Communication : Ensure that aspirational values are communicated clearly and consistently to all organization members. Explain why these values are essential and how they can contribute to the company's long-term success.
• Lead by Example : Leadership must embody these aspirational values through actions and decisions. This will signal to the rest of the organization that these values are genuinely important.
• Provide Tools and Resources : Employees should be given the necessary tools, resources, and training to embrace and embody aspirational values.
• Measure and Reward : Establish metrics to measure progress towards embracing aspirational values and reward employees who exemplify them in their work.

In a nutshell, aspirational values are the guiding stars that lead an organization toward its desired future. By acknowledging the importance of these values and integrating them into the corporate culture, companies can drive change, align with evolving trends, and inspire their employees to reach new heights. This dynamic addition to the team of corporate influencers is essential for an organization's continuous evolution and success.

99 Examples of Core Company Values

There is an abundance of values that can form the foundation of a company’s culture and guide its behavior. In this chapter, I've compiled a diverse list of 99 examples of core company values that can serve as an inspiration.

Whether you are a startup looking to define your values from scratch, or an established company aiming to refresh or expand your existing values, this list is designed to spark ideas and discussions.

Relationship-Oriented Core Values

Relationship-oriented values focus on building and maintaining positive connections with others. They emphasize empathy, collaboration, respect, and fostering a sense of belonging. Living these values would create harmonious relationships and inclusive communities.

Authenticity

Being genuine and true to one's own personality, values, and character.

Showing concern and empathy towards others and their well-being.

Having a relaxed and informal attitude or approach.

Collaboration

Working together with others to achieve a common goal.

Dedicating oneself to a cause, activity, or relationship.

Showing understanding and care for the suffering or problems of others.

Being polite, respectful, and considerate in behavior and speech.

Communicating in a straightforward and honest manner.

Understanding and sharing the feelings and emotions of others.

Empowerment

Encouraging and enabling others to take action and make decisions.

Showing intense and eager interest in something.

Treating everyone the same, regardless of differences.

Making judgments and decisions impartially and justly.

Friendliness

Being kind, approachable, and easy to get along with.

Engaging in activities that are entertaining and enjoyable.

Willingness to give and share unselfishly.

Helpfulness

Providing assistance or support to others.

Being truthful and sincere in one's words and actions.

Upholding high ethical standards and integrity.

Having a modest view of one's own importance.

Expressing and appreciating things that are funny or amusing.

Ensuring that all people feel valued and accepted regardless of differences.

Guiding and inspiring others to achieve goals.

Staying committed to and supportive of someone or something.

Partnership

Working together with others in a cooperative or joint effort.

Showing good manners and being courteous in behavior.

Maintaining a positive attitude and outlook.

Recognition

Acknowledging and showing appreciation for achievements or qualities.

Showing regard and consideration for others and their rights.

Sense of belonging

Feeling accepted, valued, and connected within a community or group.

Providing help or assistance to others.

Working collaboratively with others to achieve common goals.

Having confidence in the reliability and honesty of others.

Being in harmony and agreement with others.

Change-Oriented Core Values

Change-oriented values are centered on growth, innovation, and the pursuit of new possibilities. These values encourage openness to new ideas, flexibility, and the drive to make positive changes. They are crucial for adaptability and progress in a rapidly evolving world.

Broad-mindedness

Being open to different opinions, interests, and perspectives.

Using imagination to create new ideas or things.

Having a strong desire to learn or know something.

Being adventurous or bold in actions or decisions.

Creating change by breaking the status quo.

Valuing and including people with different backgrounds and perspectives.

Entrepreneurship

Taking risks to start and manage a business or enterprise.

Undergoing gradual development or change over time.

Flexibility

Being able to adapt to new circumstances.

Developing or improving skills, knowledge, or character.

Having a significant effect or influence on something.

Creating new ideas, products, or ways of doing things.

Inspiration

Stimulating the mind or emotions to create or achieve something.

Continuous improvement through small, incremental changes.

Acquiring knowledge or skills through study or experience.

Proactivity

Taking initiative and acting in anticipation of future events or needs.

Progressive

Favoring or advocating for change, innovation, or improvement.

Being one of a kind or different from others in a special way.

Having a clear idea of what one wants to achieve in the future.

Warrior Spirit

Having a fierce determination to fight for what one believes in.

Task-Oriented Core Values

Task-oriented values emphasize efficiency, effectiveness, and the achievement of specific goals. They involve focus, hard work, and a commitment to excellence. These values will foster productivity and the successful completion of tasks and projects.

Assertiveness

Communicating one's views firmly and confidently.

Facing challenges and fears with bravery.

Successfully producing or providing what is required.

Achieving maximum productivity with minimum wasted effort.

Striving for outstanding quality and performance.

Knowledge or skills gained through involvement in or exposure to something.

Paying particular attention to a specific task or detail.

Putting in a great deal of effort or endurance to achieve something.

Having comprehensive knowledge or skill in a particular subject or activity.

Taking responsibility for one's actions and their consequences.

Performance

The act of performing a task or function effectively.

Perseverance

Persisting in an action or belief despite difficulties or obstacles.

Having a clear sense of what one wants to achieve.

Responsiveness

Reacting quickly and positively to a situation or request.

Satisfaction

Fulfillment or contentment with one's achievements or status.

Making things clear and uncomplicated.

Performing tasks quickly and efficiently.

The accomplishment of a goal or purpose.

Being greater in quality or calibre.

A state of needing immediate attention or action.

Stability-Oriented Core Values

Stability-oriented values prioritize consistency, reliability, and adherence to established norms and ethics. They encompass principles such as integrity, accountability, and sustainability. These values are fundamental to ensuring long-term stability and responsibility in actions and decisions.

Accountability

Being responsible for one's actions and decisions.

Maintaining equilibrium or stability in various aspects of life.

Conservative

Holding traditional attitudes and values, cautious about change.

Consistency

Acting or behaving in a habitual, reliable manner.

Dependability

Being trustworthy and reliable.

Do the right thing

Acting ethically and with integrity.

Efficient and careful use of resources.

Moral principles guiding behavior.

Adhering to established conventions or requirements.

The state of physical, mental, and social well-being.

The way one is perceived by others.

Upholding strong moral principles and honesty.

Fair treatment and behavior according to the law.

Devotion and loyalty to one's country.

Preservation of the environment

Acting responsibly to protect and preserve the environment.

Acting with care and thought for the future.

The standard of something measured against other things.

Being protected from danger, risk, or injury.

Being free from threat or danger.

Self-discipline

Controlling one's behavior and actions to achieve goals.

Social responsibility

Acting in a way that benefits society at large.

A level of quality or attainment.

Sustainability

Meeting present needs without compromising future generations.

Transparency

Being open and honest without secrets.

Work-life balance

Maintaining a balance between work and personal life.

Remember, values should resonate deeply with the organization’s mission and vision. They should guide actions, decisions, and interactions both internally and externally. While browsing through these examples, consider how each value aligns with your organization’s goals and culture. Some might stand out immediately, while others could serve as a starting point for further discussion and refinement.

The Core Value Card Deck (it's free)

I've created two versions of my core value card deck that you can use to facilitate value workshops with your clients or your teams. And... I am sharing it for free!

This Google Drive folder contains the necessary resources for creating the 99 Core Value Card Deck:

A6 Professional Print Version

These files are prepared for professional printers. When placing your order, request heavy cardstock with rounded corners to achieve an optimal finish.

Download here

Home Print Version

These files are designed for home printing using a laser color or inkjet printer on cardstock. After printing, you'll need to cut the cards. For easier cutting, files are organized per card colors.

The Workshop: How to Collectively Identify Core Values?

Let me walk you through the different steps of a collaborative core values workshop that you can run with your employees or the employees of your clients.

Objectives of this Core Company Values Workshop

This workshop will enable managers and/or employees to collectively pinpoint both their core company values and their aspirational ones. Contrary to a lot of what you can find on the web, this workshop has been battle-tested, as I have personally run this workshop several times.

Deliverable

We'll strive for a neatly arranged, prioritized list of values, categorized under:

• Core values : These are the values that drive our actions and choices right now.
• Aspirational values : These are the values we'll need to embrace the challenges that lie ahead.

And for an added twist, we'll dig into subcategories:

• Essential : These are non-negotiable. Without them, we're not us.
• Thrilling : These are the values that get us out of bed, eager to tackle the day.
• Distinctive : These set us apart from the crowd.

Here's the Game Plan

• Opening : Laying the groundwork.
• Walking Impromptu Discussion : A light warm-up on the concept of core values.
• Silent Brainstorming : Scribbling down initial values without external influence.
• Presentation : Unveiling the company's top future challenges.
• Value Selection : Using a card deck for a first sweep of present and future values.
• Value Categorization : A second sweep, refining our list of values.
• Large Group Debrief : Stepping back and soaking in the final outcome.
• Closing : Tying up loose ends and saying our thank-yous.

Download the Session Outline

I have created a session outline on Session Lab. This 2-page document will help you remember the workshop's flow, tasks, and key insights.

You can download the pdf here .

The Breakdown (For In-Person Sessions)

1. the opener: setting the stage.

Start by making everyone feel welcome. Outline what you hope to achieve during the workshop, set some ground rules, and let participants know what they're in for. This helps create a safe space for collaboration and learning.

2. Walking Impromptu Discussion: Warming Up

To get things going, let's start with a casual chat about personal and professional values. Set the first question and invite participants to mull it over as they meander around the room. After some thought, signal them to pair up with the nearest person and share their reflections.

Rinse and repeat for the remaining two questions.

Here are the questions:

• When you hear "company values" what comes to mind? Why are these values so crucial for an organization?
• How do you distinguish authentic company values from "façade values" – the good intentions that never materialize? How do we steer clear of these "bullshit values"?
• How do you believe company values manifest daily? Could you illustrate with some examples from our context at Your Company ?

Wrap up this segment by sharing your thoughts on what company values are: the guiding principles that steer our decisions and actions.

3. Silent Brainstorming: Digging for Company Values

Now, it's time for quiet reflection. Ask participants to write down their thoughts on the company's actual values. This is their chance to think about the values that truly shape their organization's identity.

Make sure you set the ground rules clearly: no bad answers. Anything that comes to mind is worth jotting down. And assure them that they don't need to share these thoughts as they're for their eyes only.

4. Presentation: Mapping the Challenges Ahead

Next, we'll dive into a presentation followed by a brief discussion about the future challenges the company may face. This segment is designed to inspire and open up the participants' minds for the next phase: focusing on aspirational values.

5. Value Selection: Spotting Present and Aspirational Values

In this step, participants work in pairs, sifting through a set of 99 cards to select the values that they believe represent the company's core and aspirational values. Don't fret about taking too many cards. We'll refine the selection in the next phase.

By the end of this activity, everyone should step back and take in the list of actual and desired values. If there's a debate about a value being in the wrong category (core vs aspirational), guide the discussion to reach a consensus.

6. Categorization: Sifting through Values

Participants then dive deeper into the chosen values, categorizing them into essential, thrilling, and distinctive values.

This encourages everyone to reflect on the significance and role of each value. Hand out sticky dots, each color representing each category. Ten dots per color should be enough.

The end result is rich with interpretations: the values with the most dots hold the most significance, and the color of the dots indicates the value's importance: Is it foundational? Unique? Or both?

7. Large Group Debrief: Sharing and Learning

This is the time when everyone comes together to share their thoughts and learn from each other. The focus here is understanding the 'why' behind each value and its categorization. This mutual sharing fosters a better understanding of the company's values and strengthens the team spirit.

8. Workshop Closure: Reflecting and Looking Ahead

As we wrap things up, we'll summarize the key takeaways and the next steps. This is also the time to reflect on our journey through the workshop and to encourage participants to ponder how they can contribute to making the desired values a reality in their everyday work. This conclusion should leave everyone with a sense of accomplishment and anticipation for future challenges.

And there you have it! You've taken a journey through understanding what core company values are, how they can be thought of as internal influencers guiding your actions and decisions, and the significance of both core and aspirational values in shaping an organization's culture. You touched upon the importance of steering clear of bullshit values and ensuring that the values are authentic and practiced consistently.

I've also shared with you went a step-by-step process of collectively identifying and prioritizing core company values with managers and employees.

Before we wrap up, let me remind you about the "Core Value Card Deck". I'll be releasing the full PDF version with 99 value cards for free soon! These cards are designed to be a catalyst in sparking meaningful conversations and insights during the workshop. To make sure you don't miss out, follow me on LinkedIn or sign up for my newsletter .

Don't forget to share this post with anyone (facilitators, HR people, CxOs) who might find it useful. And if you're looking to equip yourself further, consider signing up for our my newsletter , where I share simple tips for facilitators and in-depth insights. Don't forget to follow me on LinkedIn and on Twitter as well!

Learn / Blog / Article

Back to blog

75+ examples of company values and how to create your own in 2024

When Hotjar was founded in 2014, our co-founders intuitively embraced values like agility, lean operations, and ownership. As Hotjar grew, however, we realized that shaping these priorities into a transparent set of core values was key to aligning business objectives with the real-world challenges we faced.

Well-crafted values foster team unity, shape your customer’s brand perception, and steer decision-making. But how do you translate your company’s vision into a handful of values that are authentic and practical?

Last updated

Reading time.

This article examines the importance of establishing company values , revealing Hotjar’s own process and providing guidance on how you can develop your own values to positively shape the future of your business. Here’s what we’ll cover: 

🔥 Practical examples of company values : discover over 75 examples of different corporate values to inspire your own and understand how values drive organizational success and improve brand identity

🔥 5 steps for designing and implementing your company values : follow these steps—from initial team consultation to putting values into action—to ensure your company values are more than just words

🔥 4 critical elements to consider when building core company values : understand how clarity, differentiation, actionability, and authenticity are crucial for building high-impact business values

Examples of company values from 20 of the world’s most dynamic and successful organizations 

Let’s take a closer look at the different guiding values that drive 20 successful organizations, organized into five subcategories.

Businesses that prioritize customer-centric values

Businesses that prioritize innovation-driven values

Businesses that prioritize social responsibility values

Businesses that prioritize employee-centric values

Businesses that prioritize inclusivity-based values

Caveat: while values often overlap, dividing them into distinct subcategories provides a useful framework for a broader analysis of your company, laying the groundwork for more detailed value development.

Businesses with customer-first values place the user experience at the heart of everything they do, prioritizing customer satisfaction, service excellence, and user relationships. 

This commitment to understanding—and exceeding—customer expectations empowers them to continuously develop products and services that resonate deeply with their target audience and foster a lasting emotional connection. 

Hotjar (that’s us 👋) is an example of a company with customer-centric values :

Put our customers at the heart of everything: we’re driven by empathy, leveraging qualitative and quantitative insights to delight and excite our customers

Be bold and move fast: we care about delivering value quickly, choosing incremental progress over perfection

Work with respect: we define success beyond profit, emphasizing respect for our team, customers, and community through inclusivity, diversity, and integrity

Build trust with transparency: we communicate with our team and users in a clear, timely, and open manner 

Challenge ourselves to grow: we embrace bravery, curiosity, and ambition—and view mistakes as learning opportunities, not setbacks

More examples of companies with customer-centric values

Amazon : customer obsession rather than competitor focus, passion for invention, commitment to operational excellence, long-term thinking

LinkedIn : members first, honesty, trust, collaboration, diversity and inclusion, dream big

Spotahome : live for the customer, act as a team, trust, innovation, decisiveness, simplicity, mission-oriented, more is less

📖 Read : how Spotahome used Hotjar to learn more about their customers and test new features to improve customer retention and satisfaction.

2. Businesses that prioritize innovation-driven values

Companies that champion innovation are leaders in disruptive thinking, taking bold risks, and continuously redefining what’s possible. 

Often recognized as pioneers in their fields, their commitment to challenging the status quo helps them anticipate customer expectations and needs, cultivating a devoted fan base that eagerly spreads their obsession through word of mouth.

An example of a company with innovation-driven values is Atlassian :  

Open company with no bullshit: communicate your ideas and opinions clearly while also being considerate

Build with heart and balance: infuse passion and urgency into everything you do, while carefully weighing your options to make wise decisions

Don’t #@!% the customer: prioritize the customer’s perspective, knowing that without happy customers, you’re ‘doomed’

Teamwork: be serious, without taking yourself too seriously, and strive to put what’s right for the team first

Continuous learning: have the courage and resourcefulness to spark change to improve the product and company

More examples of companies with innovation-driven values

Spotify : innovate, sincere, passionate, collaborative, playful

Adobe : create the future, own the outcome, raise the bar, and be genuine

Glassdoor : transparency, innovation, good people, grit

Pro tip: one of the tools we use at Hotjar to stay ahead of customer desires and pinpoint new innovation opportunities is Surveys .

Hotjar Surveys lets you

Quickly test and validate new ideas: use AI-driven customer insights to iterate and refine your products or services 

Optimize the user experience: identify new areas for improvement to continually elevate the customer journey

Get direct user input: get real-time feedback to pinpoint new customer needs or competitor offerings

3. Businesses that prioritize social responsibility values

Companies that focus on social responsibility initiatives strive to make a positive impact on the world by supporting efforts like environmental stewardship, community involvement, and ethical practices.

Their dedication to the ‘greater good’ lets them cultivate a brand known outside of their industry or product, instilling deep customer loyalty amongst those with similar values or belief systems.

An example of a company with social responsibility values is Patagonia :

Quality: build the best product, provide the best service, and constantly improve 

Integrity: examine company practices openly and honestly, learn from mistakes, and meet commitments

Environmentalism: protect our home planet. We’re all part of nature, and every decision you make is in the context of the environmental crisis challenging humanity. 

Justice: be just, equitable, and antiracist as a company and in the community

Not bound by convention: do it your way. Success—and much of the fun—lies in developing new ways to do things.

More examples of companies with social responsibility-oriented values

Volkswagen : sustainability, community, togetherness

Ben & Jerry’s : human rights, diversity, social and economic justice, environmental protection

Every.org : generosity, responsible tech, collaboration, partnership

📖 Read : how Hotjar developed and executed its environmentally-focused Giving Back program.

4. Businesses that prioritize employee-centric values

Companies that emphasize workforce well-being, professional growth, and teamwork recognize that satisfied and engaged employees directly contribute to the overall success of the business. 

Investing in the employee experience also builds loyal and committed teams, driving innovation and customer satisfaction through a company culture that values the consistency, respect, and trust of its people. 

An example of a company with employee-centric values is Miro :

Play as a team to win the world: work, learn, and celebrate in collaboration, rather than alone

Focus on impact and make it happen: dream big, prioritize outcomes that matter the most, and own your commitments

Practice empathy to gain insight : look from the perspective of customers, users, and each other, to deepen your understanding of their experience

Learn, grow, and drive change: reflect openly on successes and failures, and apply your learnings to improve the product and team

More examples of companies with employee-centric values

Netflix : encourage decision-making by employees, share information openly, communicate candidly, keep only our highly effective people, avoid rules

American Express : deliver for our customers, make it great, do what’s right, respect people and different views, work as a team, care about our community

Virgin Atlantic : heartfelt service, insatiable curiosity, smart disruption, red-hot relevance, straight up, delightfully surprising

Hotjar organized a team meetup in La Mola, Spain, in June 2022 to build employee connections and further enhance company culture

5. Businesses that prioritize inclusivity-based values

Inclusivity-oriented business values celebrate diverse backgrounds, perspectives, and experiences, which deeply influence the company’s culture, product development, and branding strategies. 

By embracing representation and product accessibility , companies enrich the customer experience with products and services that resonate with a global audience, fostering a sense of community and trust among their consumers.

An example of a company with inclusivity-based values is TomboyX :

Accountability: show up fully, hold yourself accountable, and lead with your most authentic self

Fearlessness: be brave, curious, and willing to experiment and make mistakes

Diversity: champion diversity and inclusion; everyone is welcome and appreciated

Trust: be honest, open-minded, and listen actively. Foster radical candor and clarity as kindness.

Unity: aim to build a more equal and progressive world

More examples of companies with inclusivity and diversity-focused values

Savage x Fenty : fearlessness, confidence, inclusivity

Universal Standard : revolutionary inclusivity, quality defined, advanced engineering, fit liberty, give back, customer-centric

Jobwell : representation matters, execute with excellence, embrace responsibility, be respectful, defend with data, challenge convention

Take your company values to the next level with Hotjar

Unlock key user insights with cutting-edge AI technology and in-depth analysis tools.

5 steps to build and implement your company values

If you’re thinking about defining—or updating—your business values, consider these five essential steps for designing values that are both impactful and meaningful:

1. Consult your core team members

Begin identifying ideas for initial company values by proactively seeking input from your company’s leadership and executive team . This foundational step ensures your early ideas are aligned with the company's mission and big-picture stakeholder perspectives.

💡 How Hotjar consulted their team for input

During Hotjar’s first year, David Darmanin scheduled informal discussions with his fellow co-founders to dig into their opinions and goals for the company. In particular, he wanted to ensure the values they chose would seamlessly support Hotjar’s early mission statement of “changing the way the web is built by democratizing analytics and feedback.”

David was also intentional about scheduling one-to-one conversations—and not a group discussion—so that everyone’s opinion was equally represented, regardless of who the more dominant or convincing speakers were.

2. Conduct research

Once you’ve identified some fundamental values with your team, seek out fresh perspectives and inspiration by researching how other companies have framed and implemented their own values. Just be sure to filter these ideas through the lens of your company's unique circumstances, so you’re continuously aligned with your brand’s mission and objectives.

💡 How Hotjar sought out inspiration

After David met with his co-founders, he identified tech companies that were also ‘breaking the rules’ at the time, like Basecamp, MailChimp, Atlassian, and InVision. 

Many of these companies were either bootstrapped, capital-efficient, or remote, so he knew they had something in common—and therefore something he could learn from. 

But David had to continuously remind himself that Hotjar wasn’t a large company (yet) and therefore required tailored values that would resonate with a more intimate team, which was how Hotjar’s first core values (eight in total) came to life.

It’s a big mistake I’ve seen before: small companies get carried away with inspiration and then end up with these fluffy, amazing-sounding values that mean nothing to the team.

3. Collect, review, and implement feedback 

After sifting through and prioritizing your ideas, share your refined list of values with the broader team for feedback to ensure that the values resonate with the larger group—and not just a select few. 

This inclusive step validates your selection process, offers opportunities to course-correct, and further refines your list of values, while also cultivating a positive company culture of shared ownership and purpose.

💡 How Hotjar collected and implemented feedback

During Hotjar’s scaling period , David shared a list of eight values with the Hotjar team, followed by a company-wide survey to identify which values resonated with everyone the most.

Based on the feedback, the list was narrowed down to five key values. David then presented the results during a company Zoom call, where he welcomed live questions and additional feedback, using these insights to further iterate and solidify the company’s vision into a set of five values.

4. Put your words into action

Once you’ve implemented feedback, it’s time to translate your business values from text to action by integrating them into your company’s culture and day-to-day operations. 

Practical application of your values does more than just uphold your company’s core principles; it actively shapes a work environment where values are deeply ingrained in your business strategy and employee engagement. 

💡 How Hotjar put their values into action

After the core values were finalized, David handed them over to the rest of the Hotjar team, where they were then embedded into the company’s processes, like being added to Hotjar’s public team manual .

The company values were also woven into internal workflows like the hiring process, to ensure that even the operational aspects of the company resonated with these foundational principles.

5. Evolve your values with your business

Company values should be dynamic and adaptable. Regularly updating them to align with your company’s growth and industry changes ensures your values consistently inspire your team, direct your organizational goals, and resonate with your customers' changing expectations.

💡 How Hotjar evolves its company values

Hotjar reviews core company values as a team when necessary, ensuring they reflect the current user base and align with the team’s growth. This process prompted an update in values in 2019, and another in 2021.

"Re-examine company values as your team grows,” David advises, “and seek team feedback from existing employees to help guide this evolution.”

4 essential elements for crafting impactful company values

If you’re still finding it challenging to build or refine your company values, concentrate on these four crucial elements to dig in deeper:

✅ Clarity: pick values that are easy to understand, enabling employees to effortlessly integrate them into their daily routines. A short, bullet-point list of simple, single-sentence values is sufficient.

✅ Differentiation: choose unique values to sharpen your brand identity and improve your competitive advantage. While it may be tempting to mirror what bigger, more successful businesses are doing, lean into what sets you apart.

✅ Actionable: avoid abstract ideas or theoretical concepts, which can be confusing and lead to misinterpretation. Instead, choose values that translate into specific behaviors and drive effective leadership .

✅ Authenticity: leverage values that genuinely reflect your company’s culture, to empower teams to rally behind a shared vision and purpose, while also fostering a sense of belonging and commitment

Strong company values → happy customers, motivated employees, and a successful business

Company values are the backbone of a thriving business environment, leading to loyal customers, an improved employee experience, and successful business outcomes. By investing the time and effort to develop, implement, and evolve your company values today, you lay the groundwork for a resilient and prosperous business future.

Align your business goals with customer insights

Use Hotjar’s suite of behavioral analysis tools to connect your company strategies with customer expectations.

FAQs about company values

What are company values.

Company values (also called corporate values or core values) are a set of guiding principles and fundamental beliefs that help teams work toward a common business goal. These values are often related to business relationships, customer relationships, and company growth.

What are the benefits of implementing company values?

Improve employee retention and satisfaction

Increase customer loyalty

Foster a positive company culture

Enhance decision-making processes

Boost brand love

Drive long-term business success

What are some examples of company values?

Accountability

What are the elements you need to build effective company values?

Differentiation

Actionability

Authenticity

Related articles

Behind the scenes

The ultimate HOTSAUCE roundup

Leading minds in product, marketing, ecommerce, and UX came together over two days to shape the future of digital experiences at HOTSAUCE—Hotjar's inaugural in-person conference. Couldn’t make or want to relive the magic one more time? Take a trip through the event from the lens of the people there—Hotjar’s core planning team, speakers, and attendees—and read about their favorite moments, top learnings, and what they’re looking forward to at HOTSAUCE 2024.

Hotjar team

Celebrating Pride Month in 2023: the Hotjar Pride Panel

Here at Hotjar, we stand for an inclusive culture where our team members experience the psychological safety necessary to express themselves fully at work.

Guided by this principle, we have a long-standing tradition of celebrating Pride Month with initiatives proposed and curated by our internal LGBTQIA+ group.

How to create a customer success program from scratch

Building a customer success program for the first time? Learn from Hotjar’s experiences to make your customer success program a winner.

Coleen Bachi

How it works

Transform your enterprise with the scalable mindsets, skills, & behavior change that drive performance.

Explore how BetterUp connects to your core business systems.

We pair AI with the latest in human-centered coaching to drive powerful, lasting learning and behavior change.

Build leaders that accelerate team performance and engagement.

Unlock performance potential at scale with AI-powered curated growth journeys.

Build resilience, well-being and agility to drive performance across your entire enterprise.

Transform your business, starting with your sales leaders.

Unlock business impact from the top with executive coaching.

Foster a culture of inclusion and belonging.

Accelerate the performance and potential of your agencies and employees.

See how innovative organizations use BetterUp to build a thriving workforce.

Discover how BetterUp measurably impacts key business outcomes for organizations like yours.

A demo is the first step to transforming your business. Meet with us to develop a plan for attaining your goals.

• What is coaching?

Learn how 1:1 coaching works, who its for, and if it's right for you.

Accelerate your personal and professional growth with the expert guidance of a BetterUp Coach.

Types of Coaching

Navigate career transitions, accelerate your professional growth, and achieve your career goals with expert coaching.

Enhance your communication skills for better personal and professional relationships, with tailored coaching that focuses on your needs.

Find balance, resilience, and well-being in all areas of your life with holistic coaching designed to empower you.

Discover your perfect match : Take our 5-minute assessment and let us pair you with one of our top Coaches tailored just for you.

Best practices, research, and tools to fuel individual and business growth.

View on-demand BetterUp events and learn about upcoming live discussions.

The latest insights and ideas for building a high-performing workplace.

• BetterUp Briefing

The online magazine that helps you understand tomorrow's workforce trends, today.

Innovative research featured in peer-reviewed journals, press, and more.

Founded in 2022 to deepen the understanding of the intersection of well-being, purpose, and performance

We're on a mission to help everyone live with clarity, purpose, and passion.

Join us and create impactful change.

Read the buzz about BetterUp.

Meet the leadership that's passionate about empowering your workforce.

For Business

For Individuals

45 company core values examples and steps to identify yours

Transform your life

Make meaningful changes and become the best version of yourself. BetterUp's professional Coaches are here to support your personal growth journey.

In my coaching work, I recommend exploring your personal core values early on.

Not only do you gain clarity on what is really important to you, but you also make sure that your goals are aligned with both your own core values and the company core values of where you work. 

 Such an alignment leads to:

• A greater sense of fulfillment
• Your needs being met
• A sense of belonging
• Truly owning your goals

It’s important to note that each and every one of us has a different set of core values. 

In this article, we’ll discuss what core values are and why they’re important. We’ll then look at how to identify your company’s core values, some real-world examples, and ways of communicating them with your team.

What are core values?

Core values are what drive us , and what motivate us. It can be helpful to think of them as our North Star. Our guiding light to excellence. They help us navigate through difficult times and important decisions.

Core values represent what's most important to us. They're principles that we adhere to in life: our personal code of conduct. Values aren't chosen. They're intrinsic to who we are and are as unique as our fingerprints.

What are company core values? 

Company core values are the principles guiding and often driving an organization’s mission and goals. They guide crucial actions and behaviors, such as how business decisions are made and successful relationships are formed. They inform the company’s culture , hiring practices, and product ideation. 

Core values are, therefore, visible in every aspect of the company. From operations, sales, and marketing to internal HR processes . Core values are also an important pillar of an organization's culture . So keeping the team informed and aligned on them is crucial to developing a cohesive organization.

According to Gallup, leaders should consider the following when defining their company’s core values :

• They resonate with teams 
• They can be (and are) exemplified by leadership
• They are easy to understand
• They’re relevant to your employees’ day-to-day
• They resonate with your customers
• They are easy to identify in employees and leadership

45 examples of company core values by category

There are hundreds of values that individuals and companies can connect with. To help you hone in on the values that could resonate most with your organization, we’ve broken them up by category. 

You can pull directly from this list or these examples of company values as a jumping board and inspiration for writing your own:

Core values around integrity

• Open-mindedness
• Personal responsibility

Goals-oriented core values

• Accountability
• Cost-conscious
• Determination

Core values around building a better world

• Accessibility
• Environment
• Sustainability
• Social responsibility
• Social justice

Core values that keep people at the core

• Inclusivity
• Mutual respect
• Communication
• Selflessness
• Human (and animal) rights 

Whatever your company's core values are, remember that you'll need to review them periodically. Industries, markets, and environments change quickly. Ideally, your values can weather most storms, but they will likely need adjusting over time. This is to confirm an alignment between stated core values, actions and, behaviors.

Corporate core values vs. aspirational values?

The concept of corporate core values (also referred to as company values or organizational core values) was first formally introduced in corporate America in 1994 in the book “Built to Last” by Jim Collins and Jerry Porras . 

The book made the case that many of the best companies adhered to a set of principles called core values. 

As a consequence, a buzzing trend started for each corporation to jump on the core values bandwagon. 

If we look back over the past decades, people have often conflated core values and aspirational values. But these are actually distinct and separate ideas.

Let’s take a look at both.

Company core values

As mentioned above, core values are guiding principles and fundamental beliefs. They help a group of people function together as a team and work towards a common business goal. They guide all of a company’s actions.

Collins and Porras succinctly define corporate core values as:

“Being inherent and sacrosanct; they can never be compromised, either for convenience or short-term economic gain. Corporate core values may reflect the values of the company’s founders.”

Aspirational values

Aspirational values are those that a company needs to achieve business goals but currently lacks. 

For example, a company may need to develop a new aspirational value to support a new strategy, launch in a new market, or satisfy new regulatory requirements.

In growth-driven environments, one may work on the future state or vision as their main focus. Aspirational values can then feel very present. And while they are important to drive and support business goals, they aren't the same as core values.

A key question to distinguish a core value and an aspirational value is this:

Is the company as an ecosystem already exhibiting this behavior or adhering to this principle? 

If yes, the value is a core value. If not, it is an aspirational value.

When aspirational values are used in lieu of core values, it could alienate the people in the company. They may feel like the value isn't present in their work. Very quickly, they can feel that they don’t belong anymore.

Why are corporate core values crucial?

From a business perspective, having a set of core company values has several benefits.

It makes it easier for a company to:

• Make decisions
• Communicate principles to clients, partners, and stakeholders
• Hire employees with the right attitude and as many shared values as possible

Additionally, companies find that employees who are aligned with their company’s core values are more engaged in their work .

Many organizations have designed a Corporate Code of Conduct. One of the first elements included is usually a statement about the values of the organization.

It’s with a shared code that you're able to function as a group.

Real-life organizational core values examples

Let’s take a look at five real-life examples of companies and their core values:

Netflix has a core philosophy of ‘people over process.’ They define their corporate values as: 

• Impact 

There are a couple of things that I really like about Netflix’s approach. First, they dive deep into what each value means to them. This is crucial.

For example, they define the value of communication as: 

• You're concise and articulate in speech and writing.
• You listen well and seek to understand before reacting.
• You maintain calm poise in stressful situations to draw out the clearest thinking.
• You adapt your communication style to work well with people from around the world who may not share your native language.
• You provide candid, helpful, and timely feedback to colleagues. 

Secondly, their Corporate Culture page doesn't stop at values. 

They talk about their vision of a dream team. And they also outline key cultural cornerstones for their ecosystem, such as informed captains , the importance of disagreeing openly, freedom, and responsibility. 

Apple values easy access to what they stand for as a company and lists their company values on the footer of every page of their website. These are:

• Inclusion and diversity
• Supplier responsibility 

They define what each core value means to them and how their current corporate actions express these values. 

They also draw a line between their corporate and aspirational values. For example, for their core value environment , they say: 

We’re carbon neutral. (What the core value ‘environment’ means ) 

And by 2030, every product you love will be, too. How it’s designed. How it’s made. How it’s shipped. How it’s used. How it’s recycled. Apple has a plan.

(How they link their core value to an aspirational value)  

Google came up with “ Ten things we know to be true ” to address their corporate values statement.

They didn't choose words to define them but an actual sentence instead.

This really speaks to the point that there aren’t set rules to create corporate values. What’s important is that they truly mean something to the group of people that stand by them.

Their strong company values are: 

• Focus on the user, and all else will follow.
• It’s best to do one thing really, really well.
• Fast is better than slow.
• Democracy on the web works.
• You don’t need to be at your desk to need an answer.
• You can make money without doing evil.
• There’s always more information out there.
• The need for information crosses all borders.
• You can be serious without a suit.
• Great just isn’t good enough. 

I appreciate how Google openly states that they revisit their corporate core values from time to time to check if they still hold true. It’s such an important point. 

Not only does there need to be a conscious process to define common core values (Either personal or corporate). 

It’s also important to review them on a regular basis to make sure that they still resonate and that you're still standing by them, especially as your company grows.

4. Ben & Jerry’s

The world-famous ice cream brand states that they're guided by their core values and seek in all they do at every level of business to: 

• Advance human rights and dignity
• Support social and economic justice for historically marginalized communities
• Protect and restore the Earth's natural systems

And here again, each of these core values is defined with clarity. 

In addition to their core values, Ben & Jerry’s also defines progressive values . These are concerns that they integrate into their leadership and day-to-day business activities.

Adidas' core values, known as the 3Cs , are defined as a set of behaviors at the core of their company culture and that they want to see in their people.

Their core values are:

• Collaboration
• Creativity 

How to identify your company’s core values (a step-by-step guide) 

It's never too late to define a company’s core values. The process may differ slightly depending on whether you are an early-stage start-up or an international company. 

Here’s a step-by-step guide to defining your company’s core values:

1. Assign who is in charge 

Define who is leading this process in your company. Is it one individual or a group of individuals?

Agree on how accountability will be kept , making sure that the focus is steadily kept on core values and not aspirational values. It seems trivial, but it’s hard to detach from what we want to achieve when we're constantly in it as part of our day-to-day life.

2. Get everyone on board

Get commitment from the executive leadership team , C-suite, or co-founders. Why is it important for them to have core values? What difference will it create?

Speak individually with the executive leadership team, C-suite, or co-founders. How do they work together? What's important for them? 

3. Get inspired 

Find companies that inspire you from within your industry and beyond. What are their core values? 

Make sure to take the time to read their detailed description of each of their core values. Write down what resonates the most and why it resonates.

4. Take input 

Once you think you have a draft of core values, survey the people in your organization and ask for feedback .

5. Make it clear

Once you have a set of values, take time to concisely and intentionally articulate what they mean for the organization. Be prepared that this step can take time and several iterations.

6. Get internal feedback

Present the core values internally and organize a Q&A. It's important to surface any concerns.

7. Create a new corporate culture

The work doesn’t end when you articulate the values: you need to embed them in the company culture to make sure they succeed. 

Each process in the organization must be aligned with the core values.

How can you make sure everyone in the company will remember the values and live by them? Be creative. Some companies organize challenges and prizes to get the momentum going. See our list of fun corporate activities for inspiration.

How to communicate your organization’s core values

In many organizations, there are a plethora of channels to communicate with employees. Choosing the best mode for you will depend on what stage you are in with establishing your company values and the size and structure of your workforce.

Here are some common and effective ways of communicating company core values across teams:

For new hires:

• During onboarding
• In the interview and hiring process

For ongoing reference:

• Documentation such as an employee handbook
• Office murals or printed posters
• Company website

For updates and emphasis:

• All-hands and company-wide meetings
• Company newsletter
• Company messenger (e.g., Slack)
• Email 

Regardless of the communication method you choose, the important thing is to ensure every employee knows what the organizational core values are. Also, try to communicate them in a way that they are understood and less abstract. Providing examples of employees living these values at work is one way to root them in reality for the entire team.

Create your own set of company core values 

A good set of core values helps us to make important decisions. They act as a guiding light in times of difficulty or confusion. 

In a corporate setting, they’re crucial for making decisions, as well as for companies to communicate their principles to employees, clients, and stakeholders. 

Use this guide as you define (or redefine) your values and communicate them to your teams.

Fiorenza Rossini

Fiorenza works with global leaders and emerging leaders to maximize their impact in their leadership journey. Fiorenza specializes in periods of career transitions and supports the development of resilience, agile leadership skills, communication skills across cultures, and healthy work-life balance. Fiorenza is also a global facilitator, podcast host, mindfulness teacher, and MBTI practitioner.

 Fiorenza is multicultural and multilingual in French, English, and Italian, and works in the 3 languages. She currently lives in London, England. She co-hosts The Belonging Project podcast which explores how belonging can show up in so many different ways, what it feels like to belong and the impact of truly belonging.

Key values in a relationship: Why are they important?

How spiritual wellness unlocks creativity and resourcefulness, how to instill family values that align with your own, 5 questions to ask to better the return to work, 20 personal values examples to help you find your own, the meaning of personal values and how they impact your life, how are personal values formed discover the joy of a life aligned, the 13 essential leadership values for anyone leading a team, belief or value learn the difference and set yourself free, similar articles, how core competencies can set your business — and you — apart, what are work values identify yours and learn what they mean, how the golden circle sheds light in a world full of noise, watch your company language (it shapes company culture), 8 ethical values every professional should adopt, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

3100 E 5th Street, Suite 350 Austin, TX 78702

• Platform Overview
• Integrations
• Powered by AI
• BetterUp Lead
• BetterUp Manage™
• BetterUp Care™
• Sales Performance
• Diversity & Inclusion
• Case Studies
• Why BetterUp?
• About Coaching
• Find your Coach
• Career Coaching
• Communication Coaching
• Life Coaching
• News and Press
• Leadership Team
• Become a BetterUp Coach
• BetterUp Labs
• Center for Purpose & Performance
• Leadership Training
• Business Coaching
• Contact Support
• Contact Sales
• Privacy Policy
• Acceptable Use Policy
• Trust & Security
• Cookie Preferences

• 1-800-565-8735
• [email protected]

How to Launch Your Core Values and Make Them Stick

Has your leadership team developed incredible core values but employees have no idea they exist? Find out five things you can do to launch your core values and make them stick.

After all the brainstorms and hard work your leaders have put into developing company core values, now’s the time to roll them out to the rest of your organization.

But how can you implement your core values successfully in a way that will last?

Continue reading to discover five easy – but important – things you can do to launch your core values and keep them top-of-mind for employees.

5 Steps to Implement Your Core Values and Keep Them Alive

Here are five important things you should do to launch your core values, so that they have a lasting, positive impact on your company.

1. Create Promo Material

One of the first steps you’ll want to take when launching your core values is create promotional material that you can circulate internally. For example, you can hang posters in the hallways, use images as employees’ desktop backgrounds, or provide each employee with a printout at your next company meeting.

At Outback Team Building & Training, our core values are on display throughout our headquarters. You can find them posted beside employees’ computers, saved as people’s screensavers, and hung up as large posters in various spaces around the building. As a result, they are never very far from our minds.

You can also take your promotional material above and beyond by participating in a  custom team building event  that incorporates your core values.

For example, our team worked with a group to build a tower, with each level representing one of their company’s core values. Afterwards, they put the tower on display back at their office. It was a memorable and fun way for this organization to instill and promote their core values throughout the company.

2. Announce Company-Wide

After you have all of your promotional material ready to go, it’s time to officially launch your core values.

This announcement works best when shared with the entire company at the same time, so that nobody feels left out of the loop. Organization-wide memos, an announcement at a company meeting, or an info session about the core values are all great options.

And don’t forget to make use of your promotional materials! As mentioned above, you can attach core value graphics to email announcements, or hand printouts to employees at a meeting or info session.

Outback’s leadership team chose to launch our core values with a presentation and interactive session. At the session, employees were introduced to the core values and asked to share what each attribute meant to them.

It’s important not to forget that new hires will have missed your launch, so try to include a similar presentation during your onboarding process. This can help ensure that the core values remain prominent as your team continues to grow.

3. Use Core Value Language Daily

Something that the Outback team does on a regular basis is incorporate our core values into everyday discussions.

For example, employees are encouraged to weave this language into meetings, employee feedback and reviews, and internal communications.

By using the core values as a guide when making decisions or discussing important company-related matters, you can help continually keep them top-of-mind for your entire organization.

4. Recognize People Who Live Your Core Values

By recognizing individuals within your organization who live the core values, you can help encourage others to do the same.

Here are a few ways you can show employees that you notice when they embody your company’s key attributes:

• Provide written recognition during team meetings
• Give verbal shout-outs during organization-wide meetings
• Present core value awards at your retreats, summits, or kick-off meetings

All of the above can be done on a monthly, quarterly, half-yearly, or annual basis.

5. Hire with Core Values in Mind

Using core values to hire new employees can help you build a stronger and more cohesive team.

By ensuring that individuals value the same traits as the rest of your organization, you’ll be able to fill your team with people who fit in with your company culture.

Core values play a large part in how Outback interviews, influencing everything from the recruitment materials, job descriptions, and, of course, the actual interview questions. Our leadership team has found that this tactic helps our company consistently bring on people who are not only a great fit for our organization, but are set up to succeed from the get go.

If You Haven’t Created Your Core Values Yet…

Don’t have core values? Read our recent article  Creating Your Company Core Values in 5 Easy Steps , and discover how to easily build values that can help your organization thrive.

You can also download  A Step-by-Step Guide to Uncovering Your Company’s Core Values  for more tips on launching your core values, available all in one convenient document.

Subscribe To Our Newsletter

And stay updated, related articles.

The Top Trends in Team Building and Training for 2020

ONLINE GUIDE: Tactics to Increase Employee Retention in a Competitive Employment Market

ONLINE GUIDE: Strategies for Companies to Successfully Overcome Major Organizational Changes

Hi Elham, Here is the link to the guide: https://info.outbackteambuilding.com/guide-to-uncovering-your-companys-core-values Please let us know if you have any questions.

Company Core Values PowerPoint Template

Convey your business core values with attractive layouts - 52 practical slides and more than 100 icons.

Instant Download:

• 100% Editable Powerpoint Slides / Graphics
• Outstanding Customer Support
• SSL Secure Payment
• Made in Germany
• Information
• Template (16:9)
• Template (4:3)

Use professional worksheets in Microsoft PowerPoint to establish a common set of values within your organization. Our list of 200 sample terms helps you define your own core values. Complement your presentation with meaningful icons.

What are Core Values?

Values match the vision and mission of a company. The following questions can be helpful when it comes to defining core values: what do we stand for? How do we treat our customers? How do we treat each other at work? How do we want to be perceived publicly?

Some of the most commonly used terms in core value business presentations are: respect, integrity, teamwork, authenticity, honesty, communication, quality, and sustainability.

Smells Like Team Spirit

Motivate people by making them feel that they are an important part of the company.  Values are the bedrock of corporate culture. Employees are expected to personally identify with their organization in order to make decisions that support it. A sense of a common direction for all employees can be crucial when it comes to increasing sales.

Get Help Defining Your Core Values

This presentation includes several worksheets to guide you through the process of defining your own core values. Choose from a list of 200 suggested values or include your own, and illustrate each value with one of 100 professional icons. It’s not hard to make decisions once you know what your values are!

This business presentation includes:

• Definitions of core values
• Professional worksheets to develop your business philosophy
• 200 examples of core values
• 100 design icons
• Inspirational quotes
• Charts and tables

Define your company now!

This product is optimized for PowerPoint versions 2007/2010 and 2013. In older versions of PowerPoint and in Mac Versions the usage of this product is limited.  To open the PPT file in PowerPoint 2003 the "Microsoft Office Compatibility Pack" is required. It can be downloaded for free from the Microsoft website.

Infographics Bundle

Flat design – presentation people bundle, change management bundle, 150 strategy & management models, agile management bundle, gearwheel bundle, project charter, growth mindset, project canvas, artificial intelligence, gdpr: data protection powerpoint template, digital transformation, corporate services.

We’ll optimize your existing PowerPoint presentation and create slides in your corporate design.

New PowerPoint Templates

We are continually bringing you new PowerPoint templates on current business topics and in modern designs.

• Data, AI, & Machine Learning
• Managing Technology
• Social Responsibility
• Workplace, Teams, & Culture
• AI & Machine Learning
• Diversity & Inclusion
• Big ideas Research Projects
• Artificial Intelligence and Business Strategy
• Responsible AI
• Future of the Workforce
• Future of Leadership
• All Research Projects
• AI in Action
• Most Popular
• The Truth Behind the Nursing Crisis
• Work/23: The Big Shift
• Coaching for the Future-Forward Leader
• Measuring Culture

The spring 2024 issue’s special report looks at how to take advantage of market opportunities in the digital space, and provides advice on building culture and friendships at work; maximizing the benefits of LLMs, corporate venture capital initiatives, and innovation contests; and scaling automation and digital health platform.

• Past Issues
• Upcoming Events
• Video Archive
• Me, Myself, and AI
• Three Big Points

Creating Values-Driven Business Value

• Leading Change
• Business Models
• Corporate Social Responsibility

Author Daniel Aronson explains how to generate, measure, and communicate the business value of values.

Many business leaders have prioritized issues such as sustainability and human rights — indeed, sustainability emerged as the No. 1 CEO challenge in IBM’s most recent CEO survey. But even the most committed leaders often struggle to show the business value of their investments in these areas. It needn’t be that way. Acting on values that have a positive impact on the world can improve operations, benefit customers and employees, and bolster the bottom line.

In this webinar, Daniel Aronson, author of The Value of Values , will demonstrate how values-driven investments can, in fact, generate real business returns. You’ll learn:

• The five areas of business that are ripe for value opportunities.
• The hidden opportunities in operations, product development, marketing, and more.
• An evidence-based approach to counter ESG pushback — and how to calculate it.

Event Notifications

Get periodic email updates on upcoming webinars, panel discussions, and other special events.

Please enter a valid email address

Thank you for signing up

Privacy Policy

About the Authors

Daniel Aronson is the founder of Valutus, a consulting firm specializing in creating value through sustainability and responsibility, and the author of the book The Value of Values: How Leaders Can Grow Their Businesses and Enhance Their Careers by Doing the Right Thing (MIT Press, 2024). Abbie Lundberg is editor in chief at MIT Sloan Management Review . She moderated the session.

More Like This

Add a comment cancel reply.

You must sign in to post a comment. First time here? Sign up for a free account : Comment on articles and get access to many more articles.

Home PowerPoint Templates Business PowerPoint Templates Company Core Values PowerPoint Template

Company Core Values PowerPoint Template

The  Company Core Values PowerPoint Template  is a compilation of creative slides to present the company’s core values. Core values are the fundamental standards for an organization. Based on these values, companies decide the code of conduct for carrying out all the operations. In different orientations and business presentations, organizations showcase their core values. This PowerPoint template is ideal for engaging their audience with graphics to present their core values.

The  Company Core Values PowerPoint Template  mentions the values, e.g., commitment, initiative, teamwork, trust, etc., through its four infographic slides that are:

• Tree Diagram with Branches: This is a tree diagram with multiple branches arranged in a catchy format. These branches show different core values in multi-colors and font sizes. All these words are editable, and presenters can change them accordingly.
• Colorful Matrix Blocks: The slide is divided into six colorful blocks carrying graphic icons, titles in bold fonts, and description areas. Users can change these headings and replace the icons from the Drawing tools of the menu bar.
• 5-Segment Semi-Circle Diagram: The semi-circle diagram represents five values, e.g.,  value teamwork ,  take the initiative ,  be passionate ,  ensure growth  and  have fun  using the graphic icons. The central unit shows the heading of  Core Values .
• Colorful Tree Diagram with Circles: It is a creative diagram in which the values are mentioned in circular shapes above the graphic stem tree. The two text boxes are placed on either side to mention other details.

The tree diagrams in this template are symbolic of the diversity extensivity of the values in the company. Also, the bigger font of some words represents their relative importance and emphasis. The template is 100% editable, and presenters can also use individual slides in their presentations. Hence, you can download this template with a single click and customize it according to your requirements.

You must be logged in to download this file.

Favorite Add to Collection

Details (4 slides)

Supported Versions:

Subscribe today and get immediate access to download our PowerPoint templates.

Related PowerPoint Templates

Pastel Green Business Presentation Theme

Black & Red Business Pitch Deck Template for PowerPoint

SEO Consulting PowerPoint Template

Team Charter PowerPoint Template

Got any suggestions?

We want to hear from you! Send us a message and help improve Slidesgo

Top searches

Trending searches

solar eclipse

25 templates

12 templates

sunday school

65 templates

30 templates

public health

35 templates

elderly people

7 templates

Core Values Infographics

Premium google slides theme and powerpoint template.

Core values can be defined as your beliefs or things that you think are the most important in your life, and this concept can also be extrapolated to businesses. So, what are your core values or your company's? There are many ways to represent them visually, as many as the different infographic designs included in this template! Use the different colors and shapes to guide your audience and get them to know you better.

Features of these infographics

• 100% editable and easy to modify
• 30 different infographics to boost your presentations
• Include icons and Flaticon’s extension for further customization
• Designed to be used in Google Slides, Microsoft PowerPoint and Keynote
• 16:9 widescreen format suitable for all types of screens
• Include information about how to edit and customize your infographics

How can I use the infographics?

What are the benefits of having a Premium account?

What Premium plans do you have?

What can I do to have unlimited downloads?

Don’t want to attribute Slidesgo?

Gain access to over 22300 templates & presentations with premium from 1.67€/month.

Are you already Premium? Log in

Related posts on our blog

How to Add, Duplicate, Move, Delete or Hide Slides in Google Slides

How to Change Layouts in PowerPoint

How to Change the Slide Size in Google Slides

Related presentations.

Premium template

Unlock this template and gain unlimited access

• SUGGESTED TOPICS
• The Magazine
• Newsletters
• Managing Yourself
• Managing Teams
• Work-life Balance
• The Big Idea
• Data & Visuals
• Reading Lists
• Case Selections
• HBR Learning
• Topic Feeds
• Account Settings
• Email Preferences

How to Create Company Values That Actually Resonate

• Arild Wæraas

Five tips to help you avoid cliches and write something memorable.

Too many statements of corporate values are generic business cliches. Is it any wonder few employees can actually remember them? To fix that, companies should write core values that stand apart, using literary techniques (such as alliteration or rhyme), short and simple phrases, or unusual words that will stick in employees’ memories.

Your company’s core values are splashed across the “Who We Are” section of your website, showcased in the annual report, and featured in all marketing and training materials. Yet your employees cannot remember them.

• SP Shawn Pope is an associate professor of strategy at IESEG School of Management in Paris, France.
• AW Arild Wæraas is a professor of public policy and administration at Oslomet Business School in Oslo, Norway.

Partner Center