<aside> 💡 Last edited on: January 18, 2024

Contributors: @Jessica Zwaan, @Joris Luijke, @Sammy Herbert, @Kim Rohrer

</aside>

Why

Too often values are aspirational, fluffy “words on a wall” and we all remember ENRON…

What

Bring your values to life with tangible do’s and don’ts and be clear on the behaviours that reinforce them.

Untitled

source: team joincandor.com

How

Operating principles you need to keep in mind as you build your own

The 8 rules; a framework for structuring values

I've been involved in value creation several times and talked to countless HR leaders on what makes a great company value. Based on those learnings, we created a list of 8 rules to develop a framework for a great value.

Two notes before diving in:

  1. These rules are not binary. See it as a scale. Complying with the rule more would be better.
  2. You will not tick all boxes for every value you suggest.

1. Someone can reasonably disagree

Values like, “Fairness” aren’t as powerful, because they are almost impossible to disagree with because no one could possibly want an ‘unfair’ company. A company value we had at Squarespace like “Good work Takes Time” is better as it provides direction (and in this case an opposite to Facebook's "Move Fast Break Things")

Examples