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.

So, how do you actually understand what employees need? Simple—start asking the right questions.

Why Guessing Doesn’t Work

1. Surface-Level Solutions:
   Without proper insight, companies invest in perks that look good on paper but fail to address real employee needs.
2. Generalized Assumptions:
   Assuming all employees want the same things ignores the diversity of experiences, roles, and personal goals within the workforce.
3. Disengagement and Turnover:
   When employees feel unheard, they disengage—and disengaged employees are far more likely to leave.

The Power of Asking Better Questions

1. Opens Honest Dialogue:
   Thoughtful questions show employees their voices matter and create a culture of trust.
2. Identifies Hidden Pain Points:
   Direct conversations can uncover challenges leadership may not be aware of.
3. Drives Meaningful Change:
   When employee feedback informs decision-making, the results are more impactful and relevant.

Questions That Actually Matter

1. What makes your work meaningful to you?
   This helps leaders understand what drives employees beyond their paychecks.
2. What roadblocks are stopping you from doing your best work?
   This uncovers operational inefficiencies or management issues.
3. How do you prefer to receive feedback and recognition?
   Personalizing feedback methods can make recognition more effective.
4. What skills would you like to develop?
   Shows employees that the company values their professional growth.
5. How can we better support your work-life balance?
   Work-life balance is different for everyone; asking directly leads to tailored solutions.
6. Do you feel connected to our company’s mission and values?
   Gauges alignment between employee and organisational goals.

How to Ask the Right Questions

1. Create Safe Spaces:
   Ensure that employees feel safe to share honest feedback without fear of judgment or consequences.
2. Use Various Channels:
   Not everyone is comfortable speaking up in meetings. Use anonymous surveys, one-on-ones, or feedback apps.
3. Listen Actively:
   Asking is the first step. Truly listening—and acting—on feedback is what drives change.
4. Follow Up:
   Show employees how their feedback leads to real action. Close the feedback loop.

Companies Getting It Right

• Netflix: Regularly asks employees about their work environment and leadership effectiveness, adjusting accordingly.
• Adobe: Replaced annual reviews with frequent check-ins, allowing for continuous feedback and improvement.
• Tata Group: Uses employee feedback surveys to shape policies and work culture initiatives.

The Cost of Not Asking

Ignoring employee feedback leads to disengagement, poor performance, and high turnover. Companies that fail to listen risk losing top talent to organisations that do.

Final Thoughts

It’s time to stop guessing and start listening. The best way to understand what employees want is to ask thoughtful, intentional questions—and then act on the answers. By creating open communication channels, companies can build trust, improve engagement, and foster a culture where employees feel truly valued.

Because when employees feel heard, they’re more likely to stay, grow, and give their best.

So, is your open-door policy actually working, or is it just a feel-good statement?

The Illusion of an Open Door

1. Physical Availability vs. Emotional Accessibility:
   Just because a manager’s door is physically open doesn’t mean employees feel comfortable walking in. Emotional accessibility matters more than a literal open door.
2. Power Distance:
   In hierarchical workplaces, especially in India, employees might hesitate to speak openly due to fear of authority or cultural norms.
3. Lack of Follow-Through:
   If employees share feedback but see no action, they stop engaging. A policy without action breeds distrust.
4. Perception of Favoritism:
   When only certain employees feel heard, it creates a divide, discouraging others from sharing openly.

Why Open Communication Matters

1. Builds Trust:
   Employees are more likely to engage when they trust leadership to listen and act on feedback.
2. Encourages Innovation:
   Open channels allow fresh ideas to surface, fostering a culture of creativity and continuous improvement.
3. Reduces Turnover:
   Employees who feel heard are less likely to leave, improving retention and morale.
4. Identifies Problems Early:
   Open communication helps leaders identify and resolve issues before they escalate.

Signs Your Open-Door Policy Isn’t Working

1. Low Employee Engagement:
   If employees aren’t using the open-door policy, they might not trust it.
2. One-Way Communication:
   Leaders speak, but employees stay silent. Open-door policies should invite two-way conversations.
3. No Action on Feedback:
   Collecting feedback without acting on it sends the message that employee input doesn’t matter.
4. Favoritism in Access:
   If only a few employees feel comfortable approaching leaders, the policy isn’t inclusive.

How to Make Your Open-Door Policy Actually Work

1. Lead by Example:
   Leaders should regularly engage with teams and actively seek feedback. Casual check-ins can make a huge difference.
2. Create Multiple Feedback Channels:
   Not everyone is comfortable with face-to-face conversations. Offer anonymous surveys, suggestion boxes, and virtual feedback options.
3. Act on Feedback:
   Show employees that their input leads to real changes. Even small improvements matter.
4. Train Managers in Active Listening:
   Managers need to listen without interrupting, judging, or dismissing ideas. Training in active listening can improve communication.
5. Build Psychological Safety:
   Foster a culture where employees can speak openly without fear of retaliation or judgment.

Companies Doing It Right

• Google: Encourages open dialogue through regular town halls and Q&A sessions where employees can voice concerns directly to leadership.
• Infosys: Utilizes anonymous feedback tools alongside open-door interactions to ensure employees can safely share feedback.
• Tata Steel: Incorporates employee feedback into decision-making, ensuring that employees feel valued and heard.

Final Thoughts

An open-door policy is only as good as the culture that supports it. It should be more than just a slogan—it should be a daily practice of trust, respect, and action. Leaders need to actively listen, follow through, and create safe spaces for genuine conversations.

So, ask yourself—is your open-door policy truly open, or is it just a nice idea?

So, how can organisations build and maintain trust in the workplace? And more importantly, how can they prevent breaking it?

Why Trust Matters in the Workplace

1. Boosts Collaboration:
   Teams that trust each other are more willing to share ideas, give feedback, and work together to solve problems.
2. Increases Productivity:
   When employees trust leadership, they feel safe to take risks and innovate, leading to higher productivity.
3. Enhances Employee Engagement:
   Trust fosters a positive work environment where employees feel valued and motivated.
4. Reduces Turnover:
   Employees are more likely to stay with organisations where trust is embedded in the culture.

How Trust Gets Broken

1. Lack of Transparency:
   When leadership withholds information or makes decisions behind closed doors, employees feel excluded and distrustful.
2. Micromanagement:
   Constant oversight signals a lack of confidence in employees’ abilities, eroding trust.
3. Broken Promises:
   Failing to follow through on commitments damages credibility.
4. Unfair Treatment:
   Favouritism, bias, and inconsistent policies can make employees feel undervalued and disrespected.
5. Poor Communication:
   Miscommunication or lack of communication creates confusion and suspicion.

How to Build and Maintain Trust

1. Be Transparent:
   Share information openly. Keep employees informed about company decisions, changes, and challenges.
2. Lead by Example:
   Leaders must model the behaviour they expect. Integrity, accountability, and consistency go a long way.
3. Deliver on Promises:
   Follow through on commitments, big or small. If circumstances change, communicate honestly.
4. Encourage Open Communication:
   Create a safe space for employees to voice concerns and share ideas without fear of judgment.
5. Recognise and Reward Fairly:
   Celebrate achievements consistently and without bias.
6. Support Employee Growth:
   Invest in professional development and career advancement opportunities.

Rebuilding Trust After It’s Broken

1. Acknowledge the Issue:
   Ignoring the problem only deepens distrust. Admit mistakes and take responsibility.
2. Apologise and Make Amends:
   A sincere apology coupled with corrective action can start the healing process.
3. Communicate Honestly:
   Be transparent about how the issue will be resolved and what steps will be taken to prevent it from happening again.
4. Show Consistency:
   Rebuilding trust takes time. Consistent, positive actions speak louder than words.

Companies That Prioritise Trust

• Salesforce: Focuses on transparency and ethical leadership, fostering trust across teams.
• Infosys: Prioritises open communication and employee engagement, strengthening workplace trust.
• Google: Encourages autonomy and empowers employees, building a culture of trust and innovation.

Final Thoughts

Trust isn’t built overnight—it requires ongoing effort, transparency, and consistent action. Organisations that prioritise trust create stronger teams, higher engagement, and long-term success. But remember, trust is fragile. One misstep can undo years of progress.

So, ask yourself—is your organization building trust or unknowingly breaking it?