How to embed values for a high performance workplace culture
Values in the workplace are everywhere - on walls, in induction documents, and proudly displayed in annual reports. But if your organisational values aren’t embedded in the everyday actions of your team, they become little more than empty words. By intentionally articulating and embedding values in your workplace, you turn them into a powerful tool for creating a positive culture.
At Unscripted HR, we specialise in helping leadership teams and HR professionals establish and nurture values-led workplaces. Through this, organisations can cultivate a diverse, dedicated, and high-performing culture that benefits employees and business alike.
Why values matter in the workplace
Values function as the lens through which we view every decision, interaction, and strategy. They shape the behaviours, relationships, and culture of your organisation. However, without intentionality, values can fall short. They must be more than lofty ideals, they must guide the day-to-day behaviours that define your workplace.
For example, legendary creative companies like Disney Pixar and DreamWorks embed their values seamlessly into their storytelling. Their ability to present profound wisdom alongside humour that resonates with audiences of all ages is no accident, it’s a result of living their values through intentional practice.
The same can be true for any business. By treating values as actionable behaviours rather than mere concepts, you pave the way for a workplace where employees thrive and contribute to a shared mission.
Turning values into action
It’s often said that values can feel intangible or even “fluffy.” Terms like “integrity” or “respect” sound good, but they’re not always easy to implement. That’s where the real work begins - translating those terms into behaviours that can be observed and modelled.
For example, at Unscripted HR, we work with leaders to define specific behaviours aligned to their values. Consider the value of collaboration. An aligned behaviour might be, "Seek and value input from diverse perspectives during decision-making processes."
By taking that extra step to define behaviours, your values become grounded in everyday actions, ensuring that they’re consistently reflected in your workplace culture.
Establishing a leadership charter
A critical part of embedding organisational values is establishing a leadership charter. Also known as a values charter or manifesto, a leadership charter serves as a shared document outlining the behaviours and commitments of the leadership team.
At Unscripted HR, we help leadership teams co-create these charters to reflect their unique goals and challenges. The process begins by encouraging individual leaders to reflect on their personal values by asking three key questions:
Does this define me?
Is this who I am at my best?
Is this a filter I use to make difficult decisions?
From these reflections, we build a collective charter outlining how the team wishes to lead and collaborate. For example, behaviours listed might include:
Individual values:
I do what I say I’ll do.
I treat people with kindness and respect.
I commit to developing the skills of those I lead.
Leadership collective values:
We prioritise the needs of our people in decision-making.
We enable others to lead with confidence and purpose.
We maintain consistency in our messages to staff, clients, and stakeholders.
To be effective, a leadership charter needs to be tailored to your organisation's specific context. A generic charter won’t resonate or drive commitment. Teams must take ownership by actively contributing to its creation.
Keeping your values alive
Once your leadership charter is in place, the next step is ensuring it remains a living document - not something that gathers dust on a shared drive. Here are practical steps to keep your values alive in the workplace:
Regularly review values in team meetings: Include a discussion or reflection on values in monthly town halls or leadership meetings. Highlight examples of how values are being lived and where growth is needed.
Integrate values into performance processes: When reviewing individual or team performance, align conversations with the behaviours outlined in your charter. Where discrepancies arise, you have an opportunity to coach and guide.
Measure and celebrate success: Establish metrics tied to values-led behaviours, and celebrate individuals and teams excelling in these areas.
With these steps, your values become a tangible part of your organisational DNA, shaping interactions, decisions, and strategies for the long term.
Building a values-driven culture
If your company’s values are displayed on the wall but feel absent in the daily experiences of your team, it’s time to take action. Embedding organisational values through a leadership charter could be your next step toward transforming your culture into one that’s thriving, cohesive, and driven by shared purpose.
At Unscripted HR, we take pride in empowering businesses to create values-led workplaces that drive meaningful results. Whether you’re grappling with leadership challenges, HR compliance, or employee retention, our tailored solutions meet your unique needs.
Let’s talk
Get in touch with us to explore how we can help. Together, we’ll craft a leadership charter and strategies to transform your workplace culture. Book a consultation today.