A fresh take through the Behavior Analytic lens…
Let’s talk about workplace values. You know, those things HR plasters all over the break room next to the employment law posters and a very suspicious-looking “community” fridge. Integrity, accountability, teamwork, blah, blah blah—sounds great, right? But do they actually mean anything, or are they just corporate mumbo jumbo designed to make employees feel warm and fuzzy while they fight for the last cup community k-cup?
The Case for Workplace Values (Or, Why You Should Care)
Workplace values are basically the rules of office/workplace survival. They determine how people interact, solve problems, and (most importantly) whether you’ll get side-eyed for microwaving fish at lunch. When values are actually lived and not just laminated, they can create a workplace where employees feel respected, supported, and highly motivated.
Think about it—if honesty and transparency are valued, employees are less likely to spend half their energy decoding cryptic emails from management or googling who visitors are while making assumptions as to why they’re there. If innovation is valued, people might actually be encouraged to try new ideas and instead of hearing, “That’s not how we do things here,” for the 37th time….they would be celebrated for their innovative solutions!
The Reality Check (Or, When Values Become Office Decor)
Unfortunately, some companies treat workplace values like New Year’s resolutions—great in theory, plastered all over their website, brought up on every meeting but by February, they’re not being put into practice. If leadership champions “work-life balance” but expects employees to answer emails at 10 p.m., that’s not a value, that’s gaslighting.
Or take “collaboration.” Sounds nice, right? Until you realize it just means more meetings where nothing gets done and decisions rarely get made. And don’t even get me started on “accountability.” Is it about owning mistakes, or is it just a polite way to say, “Guess who’s taking the fall for this one?”
How to Make Workplace Values Actually Matter
If companies want values to be more than just words on a poster, they need to back them up with action. Here’s how:
- Lead by Example – If leadership doesn’t live the values, no one else will. A “respectful workplace” doesn’t mean much if your boss yells during Zoom calls or talks poorly about others behind their backs.
- Make Them Useful – Values should actually guide decision-making, not just look good in a mission statement. If “growth” is a core value, employees should get real opportunities for advancement—not just a pep talk about “thinking outside the box.”
- Hold Everyone Accountable – If values only apply when it’s convenient, they don’t exist. Enforce them consistently—yes, even for the employee who’s been there 20 years and still thinks CC-ing the entire company is a good idea.
So, Do Workplace Values Matter?
Absolutely—if they’re real. If they guide behavior, shape culture, and actually impact how work gets done, they can be the secret sauce that makes a workplace great. But if they’re just empty buzzwords, they’re as useful as that expired yogurt in the break room fridge.
So next time someone talks about “core values,” don’t roll your eyes just yet—just make sure they’re more than corporate wallpaper.