• Skip to primary navigation
  • Skip to main content
  • Skip to primary sidebar
  • Skip to footer

MidwestHR

My WordPress Blog

  • Home
  • Services
    • Employee Benefits
    • HR Outsourcing
    • Payroll and Tax Admin
    • Workers Compensation
    • Retirement Services
  • About
    • Company Info
    • Leadership
    • Why We Are Different
    • What is a PEO?
    • Midwesthr Gives Back
    • Scholarship Award
  • Blog
  • Contact Us
  • Login
    • Client Login
    • Employee Login

Blog · Published: March 14, 2019 Updated: January 13, 2022

Is Your Workplace Culture Aligned with Values?

You know the drill. You meet someone and spend all sorts of time and mental energy trying to figure out how you know each other.

Where did you go to high school?

Did you study at University of Illinois?

Were you a part of the marathon training group?

Are you a member at the YMCA?

That eureka moment when you figure out what bonds you to this stranger: mystery solved! Why do we do this? When you discover a commonality, it gives you a sense of belonging. Whether recognized as Maslow’s “need to belong” or Dr. Robert Cialdini’s seventh principle of influence “unity,” humans like to feel connected to something bigger than ourselves. It can also be a powerful and viable strategy for business leaders to leverage.

No one aspires to create a company where employees simply “clock in and clock out.” You want engaged employees who feel like they’re a part of a common mission. Have you fostered a shared identity in your workplace culture? How do you achieve this? While a founders’ vision and values are important, they shouldn’t be the only drivers. Co-creation builds unity so start by asking questions and listening.

What do your employees value in the workplace?

By inviting participation in the value creation process, every opinion matters and can have an impact on the company’s future. Companies can either poll or meet in person, then distill the core beliefs into three to seven value statements. Consider any barriers in work environments, recurring demands, technology or equipment that will hinder progress and cause frustration. Addressing them in advance makes employees feel heard and signals leaderships’ dedication to positive change.

The next critical step is making sure you reinforce the significance of the value statements with action. They must be a part of daily conversations, otherwise promoted statements hung on the wall will feel like an empty exercise. Used as a true North Star, they have the power to inspire everyone and bring the values to life.

  • Incorporate the values into standards used for hiring, promoting and firing employees
  • Incorporate key points into onboarding and training materials so new hires start with the right mindset
  • When sharing company news, include how values influenced key decisions. This reinforces their importance and reminds every one of their common mission
  • Invest in helping employees realize their potential. Free food and ping pong are appreciated but may not provide lasting fulfillment. Dedication to professional growth keeps employees engaged and eager to reciprocate
  • Empower employees to take risks and learn from their mistakes. This implicit trust encourages creative problem solving and a willingness to fail forward
  • Develop a truncated version of the value statements that can be shared with the public and consistently include it in press releases. Tailor it to key audiences, so it’s always ready to plug in
  • Lead by example. How do you engage with your team? Do you encourage collaboration and respectfully challenge ideas to make them better? Start by assessing your habits and behaviors against the written values.

 

The power of a values-driven culture extends beyond internal policies and communications. This strategic work you’ve done becomes your face to the world because employees will be a living, breathing extension of the stated values. Customers, strategic partners and vendors are drawn to companies whose values align with theirs. The influence of a values-driven workplace increases as it grows. It becomes a win-win-win equation.

It can be helpful to collaborate with experts who understand best practices when building your corporate culture. Are there any legal concerns or potential pitfalls with the identified values? Should you adjust them slightly to protect future interests? MidwestHR, a top Chicago PEO, can provide the advice you need to move in the best direction. Unlike other PEOs, we are happy to help you with just one area or all your daily HR duties. What works best for you is what matters most to us. You decide how much you want to include hr outsourcing services into your business. Give us a call at 630-468-9286 to learn more.

Filed Under: Blog

Charmaine Hollaway

Working in the Professional Employer Organization industry since 1993, Charmaine has been involved in almost every aspect of PEO services. In her role as the Managing Director of HR & Benefits at MidwestHR, she oversees all HR compliance and employee benefits in addition to managing retirement plans.

Previous Post: « Supporting Relay for Life
Next Post: Businesses Brace for Illinois’ Minimum Wage Increase »

Primary Sidebar

Recent Posts

  • Can HR Software Help Your Company?
  • Top 10 Ways to Prevent Payroll Fraud
  • What are the Pros and Cons of Working With a PEO?
  • MidwestHR Giving Tree Returns for 2021
  • 2022 HR Law Changes and Trends

Footer

Follow US

  • Twitter
  • Facebook
  • LinkedIn
  • Yelp
  • BBB
  • UpCity
  • YP
  • Superpages
  • Clearly Rated

Navigation

  • Home
  • Contact Us
  • Careers
  • What is a PEO?
  • Healthcare Reform
  • Resource Center
  • Coronavirus COVID-19 Resource Center

Woodridge Location

MidwestHR, LLC
1200 Internationale Pkwy
#200
Woodridge, IL 60517
630-468-9286

Loop Location

MidwestHR, LLC
300 N LaSalle Dr
#1865
Chicago, IL 60654
630-468-9286

CPEO - IRS CertifiedNAPEOAudited Financials
*The IRS does not endorse any particular certified professional employer organization. For more information on certified professional employer organizations go to www.irs.gov.
© 2025 · MidwestHR, LLC · Privacy Policy · Terms · SUPPORTING BUSINESSES SINCE 1997