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 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?