Company values: Why they matter
Introduction
We often get asked about the difference between company values and the Employee Value Proposition, or EVP for short. I noticed that many aren't entirely clear on the distinction, and the fact is – they do seem quite similar. However, the key difference lies in their focus: while company values represent the behaviors and beliefs that employees nurture to drive the company's success, the EVP comprises the pillars of the employer's strength and the promises made to employees, outlining what they will receive in return for their exceptional work. This distinction is crucial for understanding how each contributes to the organizational culture and employee experience. Here, we will focus on company values, introduce Degordian’s newly defined values, and discuss how to effectively implement them to create a balanced and motivated workplace.
Why Are Company Values Important?
Company values define who we are, shape our culture, and influence how we interact with our clients, partners, and each other. Simply put, company values guide the actions and behaviors of all employees, from top-level to front-line, ensuring our collective company success. They are the heart and soul of the company identity and serve several purposes:
- Facilitating Decision-Making: Values provide a solid framework for making decisions, ensuring that our actions are consistent and grounded in integrity.
- Shaping Culture: Values influence our work environment, fostering a sense of togetherness and shared purpose among employees.
- Building Reputation: Values showcase our commitment to ethical practices, positively impacting our reputation and our relationships with stakeholders.
- Driving Engagement: When employees resonate with company values, they feel more connected and engaged, leading to higher job satisfaction and productivity.
- Attracting Talent: Clear and positive values attract like-minded individuals who are more likely to join and contribute to the company.
It should be focused on telling potential employees who you are, your company values, why your employees enjoy working there, and what benefits new employees will receive. Your careers page messaging and content serve as the first point of contact for potential employees, and they’ll use it to decide whether or not to apply.
In addition to employer branding content, careers pages contain open positions, either directly on the page or via a link to a third-party platform.
Introducing Our New Values
As you may know, Degordian has experienced significant changes in the past few years. Alongside our continuous growth and improvement in everything we do, there has been a notable shift in the mindset of our employees and in our overall culture. To reflect these positive developments and also to highlight the ones that have been true to Degordian from day #1, we have decided to refresh our values at the group level.
Based on the workshops we conducted with people from various units, locations, seniority levels, and years of experience, we identified and concluded the shared values and behaviors that unite all our employees and management. This approach has helped us to identify what truly matters to our team and what defines us as a company. These updated values apply to all our sub-brands, showcasing the true essence of the Degordian group and clearly communicating what we stand for and what we expect from our employees.
Value #1
People first as our culture policy
In everything we do, we put people first. Helping them reach their fullest potential and go as far as they can while staying happy and fulfilled has been our goal since day one, and this priority will never change.
Value #2
Next level as our mindset
Each day is an invitation to evolve, move beyond what’s comfortable and embrace fresh learning opportunities. We take pride in building our skills and pushing ourselves with every new project, taking it a step further with each solution and watching its exceptional results.
Value #3
Impact as our everyday goal
Good enough is not enough. With each solution we create, we aim to leave a lasting impression, stand the test of time, and hopefully inspire others to do the same.
How to Implement Your Company Values
Implementing company values effectively requires a strategic and consistent approach:
- Spread the Word: Clearly communicate the values to all employees. Town hall meetings, All hands meetings – however you call it – use various channels to spread the word about it and to reinforce the message internally first. Don’t forget to publish it externally on your company website and social media after you introduce them internally, though.
- Walk the Talk: Leaders should embody the values in their actions and decisions. This sets a powerful example for the rest of the organization.
- Weave it Into Daily Grind: Embed values into everyday processes, including hiring, performance reviews, and decision-making. This ensures that values are considered in all aspects of the business.
- Nurture the Values in Action: Provide training to help employees understand and apply the values in their work. Continuous development programs can keep the values at the forefront.
- Give Them Praise: Recognize and reward behaviors that align with company values. This reinforces the importance of values and motivates employees to adhere to them.
- Ask Them to Shape Values: Implement feedback systems where employees can share their experiences and suggest improvements related to value implementation.
Conclusion
Company values are more than just words on a poster – they are the heartbeat of our organization, guiding us with clarity and purpose in every step we take. By defining and embedding the values into our daily operations, we create a strong and motivated workplace where people feel valued and honored, fostering a sense of belonging that encourages their loyalty and long-term commitment.
