When Company Values Live on the Wall But Not in the Hall

Almost every company has a set of core values proudly displayed on their website, office walls, and marketing materials. Words like “Integrity,” “Innovation,” and “Teamwork” look impressive in framed posters—but how often do these values actually show up in day-to-day operations?

Here’s the hard truth: if your company’s values aren’t reflected in how people work and interact, they’re just words.

The Gap Between Stated and Lived Values

1. Lack of Accountability:
   Values without accountability are meaningless. If leadership doesn’t model company values, employees won’t either.
2. Misaligned Actions:
   Promoting “work-life balance” while rewarding employees who work overtime sends mixed messages.
3. Performative Culture:
   Celebrating values during annual meetings but ignoring them in decision-making creates distrust.
4. Top-Down Disconnect:
   When only leadership talks about values without engaging employees, the culture feels forced and inauthentic.

Why Living Company Values Matters

1. Builds Trust:
   When actions align with stated values, employees trust leadership and feel more engaged.
2. Drives Decision-Making:
   Values should guide decisions—from hiring to customer service.
3. Strengthens Culture:
   A culture built on lived values attracts and retains employees who align with those beliefs.
4. Boosts Performance:
   Employees who feel connected to company values are more motivated and productive.

How to Bring Company Values to Life

1. Lead by Example:
   Leaders must embody company values in everyday actions. Transparency, empathy, and integrity need to be visible at the top.
2. Integrate Values into Hiring:
   Ask value-based interview questions to ensure new hires align with the company’s culture.
3. Reward Value-Driven Behaviours:
   Recognise and celebrate employees who demonstrate company values in their work.
4. Embed Values into Performance Reviews:
   Assess employees not just on results but also on how they achieve them in line with company values.
5. Open Conversations:
   Regularly discuss company values in team meetings and town halls to keep them relevant.
6. Align Policies and Practices:
   Ensure HR policies, business practices, and leadership decisions reflect core values.

Companies Doing It Right

• Patagonia: Their value of environmental responsibility isn’t just a slogan—they lead sustainable initiatives and activism.
• Google: Embeds its value of innovation by encouraging employees to dedicate time to personal projects.
• Infosys: Reinforces its commitment to learning and development through continuous upskilling programs.

Signs Your Values Need Work

1. Employee Disengagement:
   If employees don’t resonate with company values, engagement suffers.
2. Inconsistent Leadership Behaviour:
   Leaders saying one thing but doing another undermines credibility.
3. Poor Decision-Making:
   Decisions that contradict core values lead to distrust and confusion.
4. High Turnover:
   Misalignment between stated values and workplace culture drives employees away.

Final Thoughts

Company values should be more than just slogans. They need to be woven into the very fabric of the organisation—guiding decisions, shaping culture, and influencing behaviour.

It’s not about having values on the wall; it’s about living them in the hall.

About Author

Amol Londhe

Amol Londhe is a visionary leader and expert in employee experience and organizational development. With years of experience in shaping people-centric workplaces, Amol combines strategic insight with a deep understanding of human behavior to drive engagement and performance. His work focuses on creating inclusive cultures, fostering innovation, and aligning employee well-being with business success. As a passionate advocate for meaningful workplace transformation, Amol empowers organizations to unlock their full potential through thoughtful leadership and data-driven strategies. The Art and Science of Employee Experience reflects his dedication to reshaping the future of work.