Core Values That Shape Workplace Culture

CULTURE: enough with the FLUFF "Our values are integrity, excellence, and teamwork." Congratulations. You've just described every company and none of them at the same time. Your culture is not "core values" on a poster. It’s actions, not words. Culture is what your people do when nobody's watching. Culture is the worst behavior your managers are willing to tolerate. After operating thousands of stores and advising countless franchisees, here’s my observation: 90% of teams have a “default” culture despite all their talk about it. They have wishful thinking disguised as values. Culture isn't some fluffy concept. It's real behavior patterns with hard financial impact: 👎 A manager who leaves at 4:00 when they could lead the evening rush 👎 An employee who chooses not to follow the sales process because nobody else does 👎 A team that misses goals when the owner is out of town Want a culture that actually attracts and retains A-player talent? Here's what to do: Burn those generic buzzwords. Replace them with specific behaviors: - Not "customer focus" but "We never let a customer wait more than 10 seconds to be greeted" - Not "teamwork" but "We jump in and help without being asked when a coworker needs it" - Not "excellence" but "We hold each other accountable to achieving goals" Next, clarify your non-negotiables on ONE PAGE: What behaviors define "how we do things here"? What behavior will get someone fired? Write it down. Share it. Enforce it. The moment you let someone violate a "non-negotiable" is the exact moment your culture becomes a fantasy. If drama isn't tolerated, then the drama-creating top performer needs to go. Today. No exceptions. Then, create your standards scorecard: Create a weekly scorecard that tracks cultural standards with the same importance as sales: - How many employees were recognized this week for demonstrating the right behaviors? - How many coaching conversations happened? - How quickly were cultural violations addressed? Finally, model it. You and your managers are either culture-in-action or the primary culture killer. Period. What starts to happen within 30 days? - B-player managers become A-players, C-player managers leave (finally) - Employees start to care about outcomes, not just paychecks - Customers notice a difference (and buy more) - Less drama that drains productivity and kills morale Your culture determines your profit, so hire and retain managers who drive the RIGHT culture. Good news - they DO exist, and you CAN afford them. What's happening in your stores right now, when nobody's looking? That's your real culture. Want to change it? Use what we built as a reference/template. You get: - The one-page non-negotiable standards we used to drive performance in our stores - The team meeting guide to gain commitment Want it? 1. Connect with me 2. Comment CULTURE below 3. I'll send it straight to your DMs. No hard pitch - I don’t like those either.

12 signs you've found a great place to work: Workplace culture isn't about titles and salaries. It's about truly supporting employees -  And helping them thrive. You'll know you're in a place that values its people, If there's: 1) Accountability ↳Leadership admits mistakes and takes responsibility ↳Ex: A CEO openly explains a failed project and what they learned 2) Dissent ↳Employees feel safe speaking up and offering dissent ↳Ex: Junior staff question decisions in meetings without fear of retaliation 3) Boundaries ↳Boundaries are respected - nights and weekends are truly off ↳Ex: Your boss says "Enjoy your weekend, no need to check email" 4) Recognition ↳Recognition is specific, frequent, and earned ↳Ex: After a big win, your manager highlights exactly what you contributed 5) Fair Promotions ↳People are promoted for impact, not politics ↳Ex: Promotions are based on clear performance reviews, not favoritism 6) Feedback ↳Feedback is normalized, not feared ↳Ex: It's common to get both praise and suggestions after major work 7) Transparency ↳There is openness around decisions and compensation ↳Ex: Salaries, bonus structures, and promotion paths are shared transparently 8) Growth Support ↳Managers support growth, not just output ↳Ex: Your manager asks what skills you want to build, not just what tasks to do 9) True Retention ↳People stay long term, and not just because they feel stuck ↳Ex: Employees talk about how the company has helped them grow over years 10) Idea Openness ↳New ideas are welcomed, not dismissed ↳Ex: Brainstorms end with "Let's test that" instead of "That'll never work" 11) Healthy Conflict ↳Conflict is addressed directly and respectfully ↳Ex: Teams handle disagreements quickly, without gossip or drama 12) Trust ↳Employees feel trusted and respected, not micromanaged ↳Ex: You're given ownership of projects without constant check-ins Toxic cultures bring down companies faster than even the strongest competitors. A healthy culture isn't a nice to have -  Or an HR initiative. It's a necessary and critical part of any company, That all levels must prioritize. Any other signs you'd add to this list? --- ♻️ Repost to help more companies prioritize culture. And follow me George Stern for more content like this.

2 years ago when I first started my agency, Compound, I thought “core values” were stupid, corporate HR slop that didn’t mean anything. Just do great work. Right? Right?? Well, that was a stupid opinion to hold. As were many of my initial assumptions as an overconfident individual-contributor-turned-founder. Shocker. As the team grew from just me to ~5 employees, I went through growing pains as a new manager. I had a standard that I wanted to see. But I had no idea how to get the entire team to live by that standard without me having eyes on everything all the time. It drove me crazy. I realized that, despite what I initially thought, core values are actually helpful for establishing culture. Done right, they give the team a formula to follow when I’m not in the room. So I drafted 7 of them. They helped. But there was still something off. Confession: I only ever committed 3 of them to memory. Couldn’t tell you what the other 4 were. The values weren’t ‘wrong.’ They were unfocused. And they just weren’t what I relied on in my day-to-day as CEO. Eventually, rather than reviewing the list every time we onboarded a new team member, I decided to slash the list to the 3 we actually used. (1) Quality (2) Ownership (3) Speed A few notes on each: - Quality is our North Star. Quality client work solves all of our business problems. Retention. Lead gen. Team morale. As such, I am recruiting content pros who are obsessed with the craft. - Ownership is a must for an early company. I have time to train, not to handhold. Our best team members own projects start to finish. - Speed is a competitive advantage as a small agency. 100+ person agencies can’t possibly be as nimble. We need to use this to our advantage. If we use these 3 values as a filter for every hire we bring on and every action we take as a company, I’m confident we’ll (1) do great client work (2) scale to mid-7-figures. Values make decisions obvious. ‘Difficult’ calls aren’t actually that hard when I hold them up to these 3 values. Nothing is more rewarding to me as a founder than seeing a team member hold our standard without my input. That happens regularly now. Night-and-day from 2 years back. One more thought: Great values also repel just as much as attract. If you're turned off by ‘moving fast,’ Compound likely isn’t the place for you. If you want to fast track your path to becoming a Top 1% content professional, I don’t think there’s a better place to be. PS: If you want to join our team, we’re hiring for 2 roles right now. Content Writer and Content Editor. You can find both JDs on the Compound Content Studio LinkedIn page.

"Trust arrives on foot and leaves on horseback." — Johann Wolfgang von Goethe. Trust is the cornerstone of any successful organization. This quote beautifully illustrates how trust is painstakingly built over time but can be lost instantly. As a leader, building trust with your team is essential for maintaining a positive workplace and driving performance across the board. My leadership worked feverishly to build a trust-based culture and support our core values. During our carveout, the risks of breaking trust were high because technology, systems, people, and processes had to be built to support the separated company. Challenges with paying people on time, replacing benefits, and ensuring stability and consistency took a lot of work while everything moved. When we encountered problems that had the potential to break employee trust, we swarmed it to develop plans to overcome it. We over-communicated to keep everyone informed about what, why, and how we were doing what needed to be done. We generated excellent results, including Fortune Great Place to Work certification. When employees know why they come to work and are inspired to do more, they’re more productive, motivated, and capable of accomplishing great things. This energy doesn’t stay confined within the company's walls—it radiates outward, creating a magnetic force that attracts top talent, loyal customers, and business opportunities. Building trust directly impacts performance gains in several key areas: * Speed: Decisions are made faster when trust is present, as employees feel confident and empowered to act. * Efficiency: Teams work more efficiently when trust removes barriers and silos, enabling smoother collaboration. * Innovation: A culture of trust encourages creativity, as employees feel safe to take risks and share new ideas. * Transparency: Trust fosters open communication, allowing clear alignment of goals and expectations. * Financial Performance: All these factors combined lead to improved financial results, as a motivated and trusting workforce drives the company forward. Investing in trust is investing in your company’s future. When nurtured, it’s a powerful force that can elevate performance, attract opportunities, and create a culture where great things happen daily.

Let’s talk about values—not the kind that hang neatly on a plaque in the break room, but the kind that show up daily in how your organization operates. Think about it: Performance might get someone through the door, but values determine if they belong in the long run. If someone on your team isn’t living the values you stand for, what message does that send to everyone else? Your organization’s values aren’t just words; they’re reflected in your policies, programs, and priorities. They show up in how you allocate resources, what you choose to reward, and how your people behave when no one’s watching. It’s the difference between a team that thrives and one that falters. So, take a moment and ask yourself:   - What does your organization value?  - How do you know? What tangible evidence proves it? - Do you have people who are out of sync with those values? If so, what’s your plan to address it? Values are the foundation of trust and alignment within an organization. They guide decisions in moments of uncertainty and shape the culture that attracts, retains, and inspires top talent. If your stated values don’t align with your actions, you risk eroding trust, both internally and externally. Ensuring your organization lives its values isn’t just about accountability—it’s about creating a culture that others want to emulate and a legacy that endures. What kind of culture are you building today, and what will it say about your leadership tomorrow? Make it a great day! Patrick #values #leadership #leader

𝗔𝗿𝗲 𝗬𝗼𝘂𝗿 𝗖𝗼𝗺𝗽𝗮𝗻𝘆’𝘀 𝗖𝗼𝗿𝗲 𝗩𝗮𝗹𝘂𝗲𝘀 𝗗𝗿𝗶𝘃𝗶𝗻𝗴 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 𝗮𝗻𝗱 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲? 63% 𝘰𝘧 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴 𝘸𝘢𝘯𝘵 𝘵𝘩𝘦𝘪𝘳 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘳 𝘵𝘰 𝘱𝘳𝘰𝘷𝘪𝘥𝘦 𝘮𝘰𝘳𝘦 𝘰𝘱𝘱𝘰𝘳𝘵𝘶𝘯𝘪𝘵𝘪𝘦𝘴 𝘧𝘰𝘳 𝘱𝘶𝘳𝘱𝘰𝘴𝘦 𝘪𝘯 𝘵𝘩𝘦𝘪𝘳 𝘥𝘢𝘺-𝘵𝘰-𝘥𝘢𝘺 𝘸𝘰𝘳𝘬. Purpose has become a critical factor in attracting, engaging, and retaining talent. Yet many organizations overlook one of the most powerful tools for creating meaning and connection: their core values. As Jim Collins and Jerry Porras explain in Good to Great, core values are “essential and enduring beliefs and principles not to be compromised for short-term gain.” But are your company’s values truly transforming the employee experience? Here’s why core values matter: ✅ Purpose: Employees whose values align with their companies are happier, healthier, and more productive. ✅ Motivation: Shared values build a culture of trust and connection, inspiring fulfillment. ✅ Community: Clear values define “who we are” and “what we stand for,” creating belonging. ✅ Performance: Value alignment fuels engagement, collaboration, and results. ✅ Consistency: When leaders embody values, trust and resilience grow—even in tough times. 6 Ways to Know If Your Company Truly Lives Its Core Values 𝟭) Are the values simple and memorable? Values should guide daily work, not be overcomplicated or forgotten. 𝟮) Do you celebrate employees who live the values? Recognizing value-driven behaviors reinforces a culture of purpose. 𝟯) Do leaders “walk the talk”? Nothing damages trust more than leaders whose actions contradict the values. 𝟰) Are values embedded in core processes? From hiring to rewards, values should shape decisions at every level. 𝟱) Are values as important as performance? Tolerating toxic behavior for results undermines trust and principles. 𝟲) Do you assess and address gaps? Regular evaluations show commitment and create shared accountability. • - - - What are things your company does to actively "live their values" that enables a great employee experience? Share your COMMENTS below. ⤵️ To learn more about this post, read my LinkedIn newsletter article, 6 Ways To Know If Your Company Truly Values Its Core Values: https://lnkd.in/eANrzqks • - - - Click the 🔔 on my profile to be notified when I post | Tony Gambill Repost if you know others could benefit from this. ♻️ • - - - #culture #leadership #humanresources

Here's what I learned about company culture after founding and scaling Wondery – insights valuable for both founders and job seekers. Many people get it wrong. They think culture is about perks and ping pong tables. But it's all about who you hire (and later, promote). And timing is everything. When I started Wondery, I knew the culture I wanted to build. We defined five core values: Wonder, Character, Care, Drive, and Fun. Each had its own clear definition and purpose. But here's the key —we didn't just write them down and hope for the best. We made these values the foundation of every single hiring decision. Why? Because while you can teach someone skills (like 'emotionally immersive storytelling', or 'unit economics'), you can't teach them core values. They either align with your culture or they don't. Quick advice for job seekers: When interviewing at a company, ask every interviewer about the company culture. If you get three completely different answers, run the other way. A unified vision of culture starts at the top and should permeate through every level. Here's the brutal truth about timing: when you have 5 employees, each new hire represents 20% of your culture. At 100 employees? Just 1%. The math is clear – your cultural foundation is set in those early days. Jeff Bezos and Reed Hastings understood this – they didn't wait for their company cultures to "just happen." They built them intentionally from day one. So: Founders: What are your non-negotiable values? How are you screening for them in every hire? Job seekers: Are you hearing a consistent cultural message across your interviews? The strongest cultures aren't accidental. They're built with intention, one hire at a time. Would love to hear your experiences with company culture – good or bad. What signals do you look for?

Stop Managing People as Numbers. Start Valuing Them as Individuals. That’s the secret to building a thriving, engaged team. What to do as a leader: ✅ Establish shared values: ↳ Collaboratively create and communicate the core values ↳ Ensure these values guide every decision and behavior ✅ Foster open communication: ↳ Hold regular, open discussions where everyone can speak up ↳ Actively seek feedback—and act on it ✅ Create shared experiences: ↳ Organize team-building events and collaborative challenges ↳ Bring people together with meaningful activities ✅ Recognize individual contributions: ↳ Celebrate wins and milestones, both big and small ↳ Show people they matter ✅ Invest in personal growth: ↳ Offer mentorship and prioritize career development What to avoid as a leader: ❌ Forcing social interaction: ↳ Don’t make socializing mandatory—let it happen naturally ❌ Neglecting remote workers: ↳ Include remote team members in all engagement efforts ❌ Underfunding community-building efforts: ↳ Don’t treat team culture as an afterthought—it needs time and resources ❌ Relying only on top-down approaches: ↳ Empower your team to drive community, not just leadership ❌ Ignoring diversity: ↳ Recognize different needs and backgrounds—one-size-fits-all doesn’t work Treat your team like the individuals they are—not just another number. Be the kind of leader you wish you had. ♻️ Repost if you believe in creating better workplace cultures. #leadership #employee #BrianAlbert

Values are not just a part of your leadership - they are the very essence of it. Values serve as an internal compass, providing direction and guidance. When we have a clear understanding of our values, we have a framework for making decisions and navigating complex situations. ---Values in Action--- Meet Alex, a leader who preaches the importance of relationships and team connections but struggles to make time for their team. Alex's constant busyness leaves little room for one-on-one meetings or informal check-ins, leaving team members feeling neglected and questioning Alex's true commitment to those values. 🤔 It's a common leadership pitfall: claiming to prioritize relationships without taking tangible actions to support them. It's like claiming to be a vegetarian while eating a juicy hamburger – it just doesn't align. 🍔😅 So, how can we bridge this gap? One approach is to consciously put our values into action. Our actions serve as the true testament to our values. If you find yourself wanting to align your actions more closely with your values, consider taking some time for self-reflection. 🤗 ----Reflection Questions----- 🔷 Reflect on your most fulfilling moments. What were you doing? Who were you with? What principles guided your actions? 🔷 Consider the people you admire. What qualities do you appreciate about them? How might those qualities align with your own values? 🔷Acknowledge moments of disconnection. When have you felt unfulfilled or disconnected? What values might you have been neglecting in those moments? 🔷Identify patterns and themes. What values keep emerging in your reflections? Which ones make you feel most excited and energized? 🔷Explore ways to live your values, especially in your leadership role. How can you use them as a guide for decision-making, communication, and conflict resolution? While there's no magic number of values to hold, most experts recommend focusing on a core set of 3-5 values that deeply resonate with you. 🎯 These values will serve as the foundation for your leadership approach and guide you in your daily interactions and decisions. As you grow and evolve, your values may shift and change. Regularly reassessing your values, particularly during major life or career transitions, is essential. 🔄 By staying attuned to these changes, you can ensure that your leadership style remains authentic and aligned with your core beliefs. 💫 PS - Are your values listed below? Which values resonate most?

Insight into how Stephen Covey's timeless wisdom in the 7 Habits of Highly Effective People can transform leaders into champions of organizational culture. 1. **Be Proactive** "In the space between stimulus and response lies our freedom and power." - Stephen Covey. Proactive leaders, by leveraging neuroplasticity, shape a culture where individuals take ownership, fostering an environment of initiative and accountability. 2. **Begin with the End in Mind** "To begin with the end in mind means to start with a clear understanding of your destination." - Stephen Covey. By activating the brain's goal-setting mechanisms, leaders guide teams towards a shared vision, instilling purpose and cohesion in the organizational culture. 3. **Put First Things First** Prioritizing tasks aligns with the brain's executive functions, promoting a culture where focus, productivity, and efficient time management are not just goals but ingrained habits. 4. **Think Win-Win** "Win-win is a belief in the third alternative." - Stephen Covey. From a neuropsychological standpoint, fostering a collaborative mindset triggers reward centers in the brain, shaping a culture of cooperation, shared success, and collective achievement. 5. **Seek First to Understand, Then to Be Understood** Leaders activating empathetic neural pathways foster a culture of open communication and understanding, enhancing collaboration and trust within the team. 6. **Synergize** "Synergy is better than my way or your way. It's our way." - Stephen Covey. Cultivating a collaborative culture stimulates the brain's creative centers, promoting innovation and diverse thinking for a more resilient and adaptive organization. 7. **Sharpen the Saw** Leaders prioritizing self-renewal not only model well-being but also inspire a culture that values continuous improvement and sustainable success. Integrating these habits into leadership practices is not just a strategy; it's an investment for a thriving, culture-centric organization. Joshua J Plenert Author of How We Go https://lnkd.in/gwDE3ShK Brilliant illustration by Nathalie Tu. #HowWeGo #leadership #leadershipdevelopment #leadership #business #workplaceculture