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But hearing from leaders is exponentially more difficult in 2020 when the pandemic has forced the world into lockdown. It’s also never been more important for leaders to be communicating their foundational corporate values to remind everyone how they play a part in getting through the crisis. It’s also not just the pandemic. Employees want to know where the company stands on the social justice issues as protests against racial inequality have swept across the country. Employees expect their companies to live their stated values.

Google (Alphabet), Apple, and Patagonia and Unilever  each define their core company values in unique ways that reflect their organizational goals and culture. Here’s a brief overview of how these companies describe their core values:

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Rank the core values in order of importance. This will help employees understand which values take precedence in case of conflicts or trade-offs.

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One of the main takeaways from 2023 is that people expect more from brands. They paid close attention to how companies behaved during the pandemic and if they fought for social justice. Do they genuinely live their stated values? Or are they just paying them lip service?

Examine real-life scenarios and decisions within the company to see if the proposed values align with actual practices. Modify the values as needed to ensure they truly represent the company’s guiding principles.

By adhering to these core values, Unilever works to create a sustainable and successful business that benefits its employees, customers, stakeholders, and the environment.

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Today, the Employee Value Proposition (EVP) matters more than ever. EVP is a way of thinking about what employees receive in exchange for their workplace performance. Yes, employees expect to be well-compensated for their labor. But increasingly, employees also want to feel good about their workplace. They want to know that, in some small way, they’re making a difference. The world is a better place because of their efforts.

Discuss the company’s purpose and mission. Consider why the company exists, the problems it solves, and the impact it seeks to have on customers, employees, and stakeholders.

Consider the way that all of us receive information in our personal lives. It comes directly to us – usually on our mobile devices. We get alerts from news sources that we trust. We have user-friendly apps. It’s an engaging experience.

Here at first up we believe in the power of employee engagement and that to be successful, no one can be left behind.  Therefore our company values reflect the importance of inclusivity, developing meaningful connections, and creating personalized experiences that connect us all.

What’s needed is a clear, steady cadence of information that reinforces those principles. Let’s take a closer look into ways that organizations can thrive through communicating their core values.

But there are limitations to these standard tools. That’s why companies are turning to a new way of reaching their people with the information they need and want.

“Recently we were involved in an LED retrofit project which would take a tremendous amount of coordination between Live Electric and my maintenance team. The project was very successful and completed in a very timely fashion. Their performance level was very professional. Allegiant will certainly do business with Live Electric in the future.”

How do you express your company values internally? Even the best, most well-planned mission statements are useless if they’re hidden away and rarely discussed.

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That’s why company executives use the Firstup platform to speak directly to employees. We’ve seen an explosion in “selfie videos” where CEOs post regularly to share company updates and how their values are helping them get through this challenging time. This ability was especially important when CEOs needed to speak from the heart about why their companies were supportive of the passionate outcry for greater social justice.

Live Electric performed equally well in site safety requirements. They participated in the General Contractor’ osHA scATS program, where they underwent a full service safety survey and were applauded for their efforts to provide a hazard free workplace.”

When distilled down to the basics, company values might be described simply as the Golden Rule. Treat others the way you want to be treated. Or, to paraphrase filmmaker Spike Lee: Do the right thing.

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“Overall Live Electric has shown that they can work well coordinating with a team on a large complex project and have been a positive force in maintaining an on-time, safe, and high quality project.”

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That’s what excellent internal communication does. It continually brings attention to the company values with a steady cadence of reminders about what makes the organization unique. As we’ll see, it’s also highlighting examples of how the company is living those values.

Communication, as we’ve seen, is the bedrock foundation of ensuring company values are understood. Everyone knows what’s expected of them. Everyone knows what they should expect from their company. Everyone becomes aligned around the basic principles of why the company exists.

There are numerous studies that show more diverse companies have greater financial success. (You can read some excellent research here and here.) It’s why 81 percent of global organizations said that improving diversity and inclusion was high on their agenda, according to Mercer’s Let’s Get Real About Equality report. Mercer also found that 66 percent of senior executives are actively engaged in diversity and inclusion initiatives.

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Well, employees expect their places of work to communicate with them the same way. We may indeed check our email or the bulletin boards. But all of us are also staring at our mobile devices. That’s why digital Employee Communication and Engagement platforms have become the modern way for organizations to connect with their people. They break down information silos by:

Also, each of us tends to get work-related information in different ways. For office workers, maybe email or intranet is the best way. For factor workers, perhaps the old break-room bulletin board works best. It’s essential to use all the arrows in your quiver to get those company values in front of the entire workforce.

Clarify the meaning of each core value by providing a clear definition. This will ensure everyone in the company has a consistent understanding of the values and their implications.

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The more places where employees can see or hear the company values, the better. (As they say in football parlance, you “flood the zone.”) A consistent cadence of communication will reinforce their importance to everyone.

The days of brands not living by their values is over. In our interconnected world, news of bad corporate behavior travels in the blink of an eye on social media. And a steep price is paid. But the organizations that try to stand by their values – and make amends when the inevitable missteps occur – are the ones most likely to succeed.

The employee Experience directly impacts the customer experience. When employees feel like the company is living up to its values, customers notice.

Google (now a subsidiary of Alphabet Inc.) focuses on three primary company values, which are often referred to as “The Google Philosophy”:

Encourage team members to brainstorm values they believe are important to the company’s success. Create a master list of all suggestions, aiming for a comprehensive collection of potential values.

Identify behaviors, practices, and attitudes that are already present in the company. Determine which of these positively contribute to the company’s success and should be maintained or enhanced.

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As a definition, company core values are the clearly stated principles about the organization’s vision, mission, and principles. That way, everyone is aligned around a guiding philosophy to serve employees, customers, and the broader community.

As a group, discuss the brainstormed values, evaluating their relevance and importance to the company. Eliminate redundant or less significant values, and aim to narrow the list down to 5-10 core values.

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Assemble a team representing different departments, levels, and perspectives within your company. Including various viewpoints ensures a well-rounded set of core values that reflect the entire organization.

”We have been impressed with their work from their first day on-site. They are a compliment to our team and value their help. We will continue to work with Live Electric on our next projects.”

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At the same time, the pandemic has slowed efforts to make companies more reflective of our society. According to a pulse survey of diversity and inclusion leaders by McKinsey, 27 percent of them report that their organizations have put all or most initiatives on hold because of the pandemic.

“Live Electric provided electrical and low voltage services on the Forum Project. In every instance, they exceeded our expectations for performance. Heather and her employees were always attentive and completed their scope of work professionally and timely. Live Electric performed equally well in exceeding PENTA’s site safety requirements. They participated in our OSHA SCATS program, which proactively engages industry safety officials on the project site to foster a collaborative safety environment. In all, PENTA will continue to look for opportunities to utilize Live Electric for future work. We recommend them without reservation.”

“Live Electric provided electrical services on the Forum Project as our Diversity sub-contractor. Heather and her employees completed their scope of work professionally and timely.

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They’re often featured, in large print, prominently on corporate websites. Posted on a plaque in the lobby of the corporate headquarters and on signs throughout company locations. Printed in employee handbooks. Honestly, they’re everywhere if you look for them.

Ensuring that everyone understands those ambitions requires great internal communication. The trouble is too many companies assume the workforce knows what’s most important. (After all, it’s a plaque in the lobby next to the elevators!) But because there’s a statement on a wall, website, or handbook doesn’t mean employees get the message.

Words are just that. Words. How does a company uphold its stated values with deeds that keep promises to employees, customers, and the community? It begins by communicating those company core values in ways that everyone understands and then can act upon.

It’s powerful when top executives – especially CEOs – constantly remind employees what the mission, vision, and values are for the company. We’ve even seen leaders start every Town Hall meeting with a quick reminder of what drives their organizations.

That can also double as the definition of company culture. In many ways, values and culture are synonymous. They’re both about the higher aspirations of a company. The result is the DNA fundamental to a company’s identity.

Because Firstup is the platform of choice of leading companies around the world, including 40 percent of the Fortune 100, we’re fortunate to see some of the incredible ways that organizations infuse their strong company values into everything they do.

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Embed the core values into company culture by integrating them into training, performance evaluations, recognition programs, and decision-making processes. Regularly reinforce the values through communication, events, and leadership actions to ensure they remain a central part of the organization.

Share the core values with all employees and stakeholders, explaining their importance and how they should be incorporated into daily operations and decision-making.