“Be honest” versus “Don’t # @!% Customers”. Which of these two company values stands out the most? Which one will you never forget?
Throughout my experience in the tech world as both a developer and an entrepreneur, I have been fortunate enough to work for some amazing companies with distinct purposes and cultures that make me appreciate it. appreciate being part of something bigger. From afar, I have also seen other companies emulate good corporate values, and have always noticed a common theme in building and maintaining a successful company culture: values. Unique, memorable company. The value is not necessarily transferable to another company.
However, it is easy for a company of any size to fall into the trap of having values that represent what is required in any work environment, such as honesty, respect and other values.
For a culture to truly thrive, company values should be seen as the foundation for how a company and its teams behave and make decisions. Do you think your company values are meaningful or meaningless?
They are not boring and cliché
Many times value is an afterthought for companies, their leaders and their teams. Take for example the value “Be honest”. Business management expert Patrick Lencioni calls this type of value a “right to play,” which he defines as “the minimum behavioral and social standard required of any employee.” Lencioni states that allow-play values “tend to not vary much between companies, especially those working in the same region or industry, which means that by definition, they never do. really helps differentiate a company from its competitors.”
Let’s consider a fast-growing, global company like Facebook, whose values include “Bold” and “Open-minded”. While these are unquestionably important features to maintain, they don’t necessarily tell anyone what makes Facebook, one of the most popular social platforms and companies, ever. exist – Facebook.
Values often intersect with moral qualities, but good corporate values should not be defined by something ethical. For example, you may have people who don’t align with your company values, but that doesn’t mean they’re bad people, as measured by your morale.
They have a “secret sauce”
Core values are truly non-negotiable and unique. If you read your company’s values twice and have trouble remembering them, or you don’t find yourself using them on a regular basis, you may have misplaced the values. You should expect to have just a handful — five at most — that employees remember and can apply to the daily tasks and challenges they face, both large and small.
Atlassian Core Values are a great example. They’re well-defined, year-only, and written in a really memorable way to guide the company on what they do, why they create, and who they hire. One of the values that checks all these boxes is “Don’t # @!% Customers”, which focuses on the customer as the lifeblood of the business and always considers the customer’s point of view.
Twilio’s Core Values are a prime example of clarifying and categorizing values into three groups: How we act, How we make decisions, and How we win. These inform people about how they should make decisions, which is how a company works together to succeed.
When I co-founded my company in 2013 with a remote working model…
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