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Published January 15, 2020 at 04:10 PM

Core Values Implementation: 8 Ways To Manage Using Your Core Values

4 min read
4 min read

Key Takeaways

  • Once your executive team has discovered, tested, and finalized your core values, the real work begins: living them in day-to-day management.
  • Make core value phrases part of your natural language in meetings, when praising and reprimanding employee behaviors, and when discussing customer and vendor issues; talk about core values as much as core purpose.
  • Build core values into recruitment by asking candidates to share how they have lived one of your core values in a prior job or life experience, and be willing to veto candidates who do not demonstrate them.
  • Create an Annual Culture Book of personal core values stories from the team, and use it in new employee orientation.
  • Reinforce values through recognition and rhythm: name employee awards after core values, run an employee recognition box, feature a Core Values Corner in newsletters, and use core values language in quarterly themes.

Once your executive team has worked to discover, test, and finalize your Company's Core Values, it's time to go out and live them!  

8 Ways to Manage Using Your Core Values:

  1. Everyday Management - Use your Core Value phrases as part of your natural language—in meetings, when praising and reprimanding employee behaviors, when discussing customer and vendor issues, etc. We should talk about our core values as much as our core purpose.

  2. Create Legends - Create an Annual Culture Book to capture personal stories from the team. Ask everyone to share Core Values stories (we do this around Thanksgiving to celebrate our Core Value of "Be Appreciative").

  3. Recruitment & Selection - Do you veto candidates or fire current employees who do not demonstrate your Core Values? During the interview process, ask candidates to share how they have lived one of your Core Values in their prior job or life experience.

  4. Orientation - Incorporate Core Values into your new employee orientation process. Share the Culture Book and personal stories.

  5. Appraisal Process - Incorporate Core Values in your formal appraisal process - share stories and client feedback.

  6. Recognition & Reward - Name employee awards after your Core Values. Implement an employee recognition box where people can submit recognition of teammates who live the Core Values to be shared at a company meeting.

  7. Internal Newsletter - Use Core Values in regular employee newsletters,  i.e., Core Values Corner.

  8. Quarterly Themes - When quarterly execution planning, use Core Values language in quarterly themes when appropriate.

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Frequently Asked Questions

How do you implement core values in a company?

Live them through everyday management. Use core value phrases as part of your natural language in meetings, praise, reprimands, and customer and vendor discussions. Then embed them into your systems: recruitment, orientation, appraisals, recognition, newsletters, and quarterly planning themes.

How do you use core values in hiring?

During the interview process, ask candidates to share how they have lived one of your core values in their prior job or life experience. Also decide whether you are willing to veto candidates, or part ways with current employees, who do not demonstrate your core values.

What is a culture book?

An Annual Culture Book captures personal core values stories from the team. Ask everyone to share stories of the values in action, then use the book to create legends within the company and share it with new employees during orientation.

How can you recognize employees using core values?

Name employee awards after your core values, and implement an employee recognition box where people submit recognition of teammates who live the values, to be shared at a company meeting. You can also feature values in a regular newsletter section like a Core Values Corner.

Should core values be part of performance reviews?

Yes. Incorporate core values into your formal appraisal process by sharing stories and client feedback that show how the person has lived the values. That keeps the values connected to real behavior rather than a poster on the wall.
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Tiffany Chepul
Tiffany is a Rhythm Consultant who helps leadership teams turn ambition into execution. With a strong foundation in sales and public relations, she brings both strategic clarity and real-world communication expertise to every engagement. Tiffany specializes in building high-performing Think Plan Do Rhythms that align teams, sharpen focus, and drive purposeful growth. She’s passionate about helping organizations move faster, stay accountable, and achieve meaningful, measurable results.
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