Values (at work)

Values are what people or societies consider morally, socially and/or aesthetically good, desirable and/or important. The value people attach to certain ideas or activities helps them set their priorities; people tend to be happier when their work matches their values.

For example, people who value fairness see it as morally right and socially desirable, and will feel more comfortable at work when they perceive their organization’s decisions to be fair.

How are corporate values defined?

Corporate values are the foundation of organizational identity and culture. Defining them requires a methodical, collaborative approach.

The first step is to carry out an in-depth strategic reflection involving senior management. The starting point should be the company’s raison d’être and long-term vision. Values must naturally flow from and support these fundamental elements.

It is then crucial to involve employees in this process. This can take the form of workshops, surveys or focus groups. This participative approach not only helps identify values that resonate with teams, but also fosters their future appropriation.

The values selected must meet several essential criteria. They must be authentic, reflecting the company’s reality rather than disconnected aspirations. They must also be memorable, limited in number (generally between 3 and 5), and sufficiently distinctive to differentiate the company.

Formalizing values is not enough. It is essential to translate them into concrete, observable behaviors. For each value, it’s important to define precise examples of its application in everyday business life. For example, if innovation is a value, we need to specify how it manifests itself in work practices.

Finally, integrating values into all corporate processes ensures their sustainability. This includes taking them into account in recruitment, performance appraisal, training and employee recognition. Values must guide decision-making at all levels of the organization.

Values in business: common examples

Companies tend to focus on values that reflect both their internal culture and their external commitments. Here is an analysis of the most frequently adopted values.

Innovation is one of the flagship values of modern companies. It reflects a willingness to constantly reinvent oneself, to explore new solutions and to encourage team creativity. This value is particularly prevalent in technology sectors and fast-growing companies.

Excellence is another widespread core value. It expresses a commitment to quality, rigor and continuous improvement. Companies that emphasize it often insist on high standards and attention to detail.

Social and environmental responsibility has become an essential value. It reflects the company’s awareness of social and ecological issues, and its commitment to sustainable and ethical development.

Team spirit and collaboration are essential values in many organizations. They underline the importance of teamwork, mutual support and synergy between different departments and employees.

Integrity remains a fundamental value, particularly in sensitive sectors such as finance and healthcare. It encompasses honesty, professional ethics and respect for commitments.

Customer satisfaction is also a core value for many companies. It reflects the desire to place customer needs and expectations at the heart of the organization’s priorities.

These values are not exclusive, and often combine to form a coherent corporate identity. Their effectiveness depends on their concrete embodiment in the company’s daily practices and processes.

What’s the difference between a value and a competency?

Although values and competencies are both essential to the functioning of a company, they are fundamentally different in nature and function.

Values represent the fundamental principles that guide behavior and decisions within an organization. They are immutable and transcend specific situations. For example, integrity or respect are values that guide all actions and choices, regardless of context or position.

Competencies, on the other hand, are the specific knowledge, know-how and interpersonal skills required to carry out a task or mission. They are technical, measurable and can be acquired through training and experience. Examples of competencies include software proficiency and project management skills.

Another important distinction lies in their evaluation. Competencies can be assessed objectively through precise performance indicators. A person either masters or does not master a given competency, with different levels possible. Values, on the other hand, can be assessed more subjectively, through day-to-day behaviors and attitudes.

The development of values and competencies also follows different processes. Competencies are acquired through learning and practice, following a structured path. Values, on the other hand, are cultivated over the long term through corporate culture, leadership and exemplary management.

In recruitment terms, competencies are technical selection criteria, while values are used to assess the candidate’s cultural fit with the company. A person may possess all the required competencies but not share the organization’s values, which could compromise their integration.

Values of the best-known companies

Here’s an analysis of the values held by a few emblematic companies that illustrate different approaches to corporate culture.

Apple places innovation and simplicity at the heart of its identity. These values are reflected not only in their products, but also in their approach to design and user experience. The company also emphasizes excellence and attention to detail, reflecting the perfectionist vision of Steve Jobs.

Google was built around founding values such as “Don’t be evil”, although this motto has evolved into “Do the right thing”. The company particularly values innovation, transparency and accessibility of information.

Nike’s core values are inspiration and innovation. Their famous slogan “Just Do It” embodies their commitment to excellence and performance. The company also emphasizes diversity and inclusion in its culture.

Patagonia stands out for its radical environmental commitment. The company places the protection of the planet at the heart of its values, going so far as to discourage over-consumption of its own products. Social responsibility and transparency are also pillars of their identity.

LEGO emphasizes creativity and learning through play. Their values include imagination, quality and sustainability. The company places particular emphasis on the safety and quality of its products for children.

Disney values creativity, optimism and family fun. Excellence in customer experience, which they call “Disney Magic”, is at the heart of their corporate culture. Heritage preservation and constant innovation coexist in their values.

How can a company like Praditus help develop corporate values?

As a company specializing in talent assessment and development, Praditus can make a significant contribution to the development of corporate values in several ways.

Firstly, Praditus can help identify and measure the alignment between employees’ individual values and those of the company. Using sophisticated psychometric assessment tools, the company can map the dominant personal values within teams and measure their consistency with the desired culture.

Secondly, Praditus can support the definition of concrete behaviors that translate values into everyday work life. Drawing on their expertise in organizational psychology, they can help transform abstract concepts into observable, measurable actions.

Thirdly, the company can facilitate the integration of values into key HR processes. This includes adapting recruitment criteria to assess the cultural fit of candidates, designing values-based training programs, and including values in performance appraisals.

Fourthly, Praditus can put in place monitoring metrics to measure the effective adoption of values within the organization. These metrics can include engagement surveys, 360° assessments and values-focused social climate analyses.

Finally, they can support managers in their role as values ambassadors. This can take the form of individual coaching, group workshops or leadership development programs aligned with corporate values.

Praditus’ strength lies in its ability to combine psychological expertise, digital tools and personalized support to anchor values in corporate culture over the long term.

Resource

https://en.wikipedia.org/wiki/Value_(ethics_and_social_sciences)