Stop Posting Your Values-And Start Using Them

Leslie Speas
12 minutes ago
2 min read

Core values should be one of the most powerful tools a company has. They’re the beliefs and behaviors that guide how you hire, lead, make decisions, and hold people accountable. In a healthy culture, values act as a compass, shaping everything from strategy to everyday interactions.

But here’s the honest truth: Most organizations either don’t have core values… or they aren’t using them.

As an HR Consultant, I often walk into companies where the values are framed on a wall, but no one can tell me what they are, much less how they show up in daily behaviors. And many organizations haven't defined them at all.

That’s a HUGE missed opportunity for alignment, accountability, and a stronger employee experience.

Why Core Values Matter

Done well, core values help organizations:

Make clearer, faster decisions
Communicate their principles to clients, partners, and stakeholders
Hire people who truly fit the culture
Hold employees accountable for shared behaviors
Improve engagement and retention by creating a sense of belonging

People feel more motivated and connected when they understand what the organization stands for and see those values in action.

Understanding the Different Types of Values

Not all values are created equal. Here are the distinctions leaders should know:

Core Values - The 3–6 traits that define who you already are at your best. I have seen some organizations that have 10-12. That's way too many, and no one can remember all that. Core Values are deep-rooted, authentic, and stable over time. If you have to force it, it’s not a core value.
Aspirational Values - Traits you want to develop because they’re necessary for future success. These are helpful to identify, but they should not be labeled as core values.
Permission-to-Play Values - Baseline standards like honesty, respect, professionalism. These matter, but they don’t differentiate your organization.

To identify true core values, ask: "Is this who we naturally are, or who we wish we were?” Core values require almost no prompting. They’ve existed for a long time and show up consistently in the best employees. It's okay for them to be a smidge aspirational but they must already be present in your organization.

Examples of Core Values in Action

Here are behaviors that often surface as core values across organizations:

Does the right thing
Customer first
Humbly confident
Continuous improvement
Hungry for achievement
No entitlement
No cynicism
Teamwork and collaboration
Unwavering determination
Keep it real / authentic
Fun
Personal responsibility

(Notice these are behavioral — not corporate jargon.)

Questions to Reflect On

As you move into 2026, ask yourself:

Do we have 3–6 true core values that reflect who we are, not who we wish we were?
Are we reinforcing our values during hiring, onboarding, and performance discussions?
Are our leaders modeling them consistently?
Are our values helping guide decisions and accountability?

And the big one: "Is what’s happening on the wall happening in the hall?"

If not, there’s an opportunity for improvement.