How to Turn Company Values into Daily Behaviours: Aligning Culture with Action for Long-Term Success
Discover how to translate company values into real, observable behaviors that drive workplace culture. Ideal for HR professionals, leaders, and team builders.
Introduction: Do Your Company’s Values Actually Show Up at Work?
Many organizations proudly list values like integrity, collaboration, innovation, and respect on their websites or lobby walls. But do employees know what these values actually look like in their day-to-day actions?
Bridging the gap between what a company believes and how employees behave is the key to a strong, consistent workplace culture. This guide explores how businesses can transform values into concrete behaviors, supported by real-life examples, expert strategies, and tools you can apply immediately.
What Does It Mean to Turn Values into Behaviours?
Turning values into behaviours involves translating abstract ideals into specific, consistent, and measurable actions that employees can understand, model, and be held accountable to.
📌 Definitions:
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Company Values: The core principles guiding decisions, relationships, and vision.
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Behaviours: The observable actions and habits that reflect those values in practice.
Example:
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Value: Respect
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Behavior: Listening without interrupting, giving constructive feedback, and recognizing diverse perspectives
Why It Matters: The Culture-Performance Link
When values are clearly defined through behaviors:
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💼 Employees understand what’s expected
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💬 Communication becomes more transparent
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🔁 Feedback and accountability improve
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🚀 Culture drives performance, not just policies
“Culture is how employees’ hearts and stomachs feel about Monday morning.” – Bill Marklein, Culture Expert
Key Steps to Align Values with Behaviours
1. Define Behaviours for Each Value
Don’t assume everyone interprets “integrity” the same way. Define what each value looks like in action.
| Value | Observable Behaviours |
|---|---|
| Teamwork | Actively support teammates; share credit |
| Accountability | Follow through on commitments; own mistakes |
| Innovation | Suggest improvements; experiment with solutions |
2. Communicate Consistently
Use storytelling, training, and internal branding to reinforce how values are lived every day. Include values in:
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Onboarding sessions
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Team meetings and check-ins
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Performance reviews and 360 feedback
3. Model from the Top
Leadership must walk the talk. When executives model the right behaviors, employees follow suit.
4. Reward the Right Actions
Tie recognition, promotions, and rewards to behaviors that reflect company values—not just outcomes or metrics.
5. Embed in Processes
Integrate behavioral expectations into:
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Hiring interviews
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Learning & development
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Disciplinary processes
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Customer service protocols
Real-World Examples
✅ Patagonia
Value: Environmental Responsibility
Behavior: Encouraging employees to participate in activism and company-sponsored cleanups
✅ Zappos
Value: Deliver WOW Through Service
Behavior: Empowering staff to resolve customer issues without scripts or approvals
✅ Maersk (Maritime Example)
Value: Constant Care
Behavior: Proactive safety drills, encouraging seafarers to report near-misses, and mental health check-ins
Latest Trends in Culture-Behavior Integration
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Behavioral-Based Interviewing: Screening candidates not just for skills but for values-aligned behavior
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Digital Feedback Platforms: Peer recognition tools like Kudos or 15Five that link praise to core values
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DEI Behavioral Commitments: Defining inclusive behaviors (e.g., pronoun usage, bystander intervention)
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Remote Culture Adaptation: Reinforcing behaviors in hybrid/virtual settings through digital rituals
FAQs (From Google’s “People Also Ask”)
Q: What are company values and why are they important?
A: Company values are foundational principles that guide decisions, behaviors, and culture. They create alignment and shape internal and external perceptions.
Q: How do you embed values into workplace culture?
A: By defining observable behaviors, integrating them into policies and practices, and reinforcing them through communication and leadership modeling.
Q: What’s the difference between values and behaviors?
A: Values are beliefs or ideals; behaviors are the actions that demonstrate those values in practice.
Q: How can HR support value-based behavior?
A: HR can develop training, include behaviors in performance reviews, and ensure values are part of recruitment and onboarding processes.
Infographic: Turning Values into Behaviours
Conclusion: Building Cultures That Live Their Values
Values without action are just words. By turning company values into consistent behaviors, you create a culture that is authentic, measurable, and performance-driven.
Whether you’re in HR, leadership, or team development, this approach ensures that your organization lives its values—not just lists them.