How Companies Use Values Management to Align an Organization

Almost 90% of employees who know and understand the critical corporate values of their employer have increased engagement levels.

That means benefit programs don’t always need to focus on wellbeing products, processes, or brands like Standard Process, Premier Research Labs, or Host Defense.

Educating workers through values management can be an effective way to achieve organizational alignment. Three primary methods are useful when companies are ready to start this process.

1. It Always Starts at the Top

If the leaders of an organization don’t support its foundational values, then the rest of the workforce will feel the same way. Leadership teams must embody what they hope to achieve if engagement is a top priority.

The values of a company end up being a few marketing sentences on a website instead of a map to guide the organization into the future. When the C-Suite provides consistent examples of expectations, then more progress can occur.

2. Recognize Greatness in People

Most people don’t quit their jobs. They quit their supervisors, managers, and executives. One of the most common reasons for a resignation is a lack of recognition. Most employees don’t want much beyond job security and enough money to support their families. Small bonuses that show appreciation can go a long way for today’s workers.

It also helps to offer a genuine “thank you” every so often. Don’t settle for one of those mass-produced certificates that don’t even have a genuine signature.

3. Redefine Normal

When organizational values are too far away from those of each team, then it might be time to redefine what it means to be normal. Bringing employees into this process can help workers to form real connections with the policies and procedures that impact their lives.


When people have pride in what they do, then it gives them more motivation to become productive. If leaders can be adaptable to the evolutionary changes that happen in their industries, then increasing employee engagement through this process is an effective way to align values.

Setting Goals Must Be the First Step

Transparent goal-setting efforts must be the first step of the alignment process. If your organization doesn’t know its aspirations, then it cannot be an effective leader.

Goals require metrics that can measure successful outcomes. The data that these efforts produce can show everyone the amount of progress that happens each day.

When you have a successful outcome, then your company is supporting an engaged workforce with high morale levels.