Company core values shape how employees experience work every day. They influence decisions, guide behaviors, and define the culture people feel the moment they walk through the door. But Gallup research shows only two in 10 employees feel strongly connected to their company’s culture.
That’s because values only stick when they’re lived — not just written down. They need to be seen in action — modeled by leaders and reinforced through recognition. When people are recognized for living your values, those behaviors get repeated. And that’s how culture becomes real.
Let’s explore what makes company core values meaningful and how to define the ones that reflect your organization best.
Company core values shape how employees show up at work — and how work shows up for them. They act as a north star, guiding behavior, shaping culture, and creating a shared sense of purpose. nd when those values are reinforced through weekly recognition, employees are 9x more likely to feel a sense of belonging, according to our State of Recognition Report.
That’s the chain reaction: values drive behaviors, behaviors build culture, and culture fuels business results.
Looking for inspiration? Here are 25 company core values that can help shape and strengthen your workplace.
Doing the right thing — even when no one’s looking. Integrity is about staying honest, accountable, and transparent in every decision and action.
Challenging the status quo with curiosity and new ideas. Innovation means testing, learning, iterating — and never settling for “good enough.”
Owning outcomes, learning from missteps, and following through. Accountability builds trust and shows that responsibility is more than a buzzword.
Being upfront, clear, and candid. An honest workplace makes it easier to solve problems, make decisions, and move forward together.
Treating everyone with dignity, regardless of role, background, or opinion. Respect shows up in how we listen, collaborate, and give credit where it’s due.
Bringing energy and purpose to your work. Passion helps people stay motivated, tackle challenges, and take pride in what they do.
Creating an environment where people feel safe to speak up, take risks, and be themselves. Trust is the foundation for connection, psychological safety, and long-term engagement.
Combining diverse strengths to reach team or company-wide goals. Teamwork means collaborating openly, supporting one another, and celebrating wins — together.
Looking at challenges with fresh eyes and exploring new solutions. Creativity encourages experimentation, even if it means learning from a few flops.
Empathizing with others, offering support, and showing care — especially when it’s hard. Compassion helps people feel seen and valued.
Doing what’s right, even when it’s uncomfortable. Courage means speaking up, standing by your values, and pushing forward in the face of uncertainty.
A deep commitment to the organization’s mission, values, and success. Loyalty goes beyond tenure — it’s about showing up with care and consistency.
Staying flexible when plans shift, markets change, or challenges come up. Adaptability helps teams bounce back, pivot fast, and keep moving forward.
Following through, showing up, and being someone that others can count on. Dependability turns trust into action — and keeps teams running smoothly.
Setting the bar high and pushing to exceed it. Excellence is about taking pride in your work, striving to improve, and never coasting on “good enough.”
Creating a work experience people actually enjoy. Happiness drives employee engagement, strengthens morale, and makes Monday mornings feel a little lighter.
Prioritizing both mental and physical well-being. A culture that supports health helps people thrive — and that’s good for business and people alike.
Staying open to feedback, ideas, and other perspectives. Humility means recognizing that we’re all still learning — and better together.
Leading with empathy, patience, and generosity. Small acts of kindness build stronger teams and help everyone feel more connected.
Sharing what you know — and being curious about what you don’t. Knowledge grows when it’s passed on, not just kept in a folder or in your own head.
Inspiring, empowering, and guiding others toward shared goals. Leadership isn’t about titles — it’s about impact.
Creating space for honest conversations, new ideas, and feedback — even the uncomfortable kind. Openness builds trust and drives progress.
Showing up with focus, care, and follow-through. Commitment means believing in the work and doing what it takes to see it through.
Fostering a sense of belonging that goes beyond job titles. Community is about shared purpose, connection, and building something bigger — together.
Valuing different perspectives, backgrounds, and ways of thinking. Diversity fuels innovation and helps everyone do their best work.
Your core values shouldn’t feel like wallpaper — something everyone sees but no one really notices. They should feel lived. Real. Obvious in the way people collaborate, make decisions, support each other, and show up every day.
Defining those values starts by understanding who you are as a company — and who you want to be. It’s about capturing the heart of your culture and turning it into a language people can connect with.
Here’s how to do it in a way that feels meaningful — not manufactured:
Even the most inspiring core values won’t mean much if they’re not recognized in action. Recognition is what turns those values into something real. Tangible. Repeatable.
When people are celebrated for living your values, those behaviors catch on. They spread. And that’s how culture shifts — not through memos, but through moments that matter. In fact, Achievers Workforce Institute (AWI) found that 60% of HR leaders with an online recognition solution see measurable business results, compared to just 30% with an internal program.
That’s the power of a platform like Achievers. With our software, you can:
Core values shouldn’t just live on your website or in your onboarding deck — they should show up in how people lead, collaborate, and make decisions. When values are recognized in action, they become more than statements. They become part of your company culture.
At Achievers, we know the power of living your values — because we live ours: It’s the people, Be bold, Own the outcome, One team, Win with customers. And through our recognition platform, we help organizations do the same by spotlighting the everyday moments that bring company values to life.
Because what gets recognized gets repeated. And that’s how you build a culture that sticks.
Ready to make your values more than words? Achievers helps you turn core values into real-world behaviors that strengthen culture, boost engagement, and drive business results — every day.
Uncover the key drivers of impactful employee recognition
Discover why living your company’s core values is an engagement driver
Learn why recognition turns company core values into behavior drivers
Examples of core values in the workplace — like integrity, curiosity, and empathy — offer more than just direction for business decisions. They help employees connect their own motivations to the company’s goals. When people see that alignment, work feels more meaningful, and personal development follows. It’s how employees build confidence, grow skills, and move with purpose.
When people see their own values reflected at work, they feel more connected and motivated. Strong company values give employees a sense of purpose, helping them grow not just in their roles — but as people.
Absolutely. Many examples of company values show us that even the most foundational ideas can evolve. As your organization scales or responds to cultural shifts, your values might need a refresh. Revisit them regularly to make sure they’re still aligned with your people, your purpose, and where you’re headed next.
There’s no hard rule — but most companies land somewhere between four and seven core values examples. What matters most is clarity. Each value should feel authentic, inspire your team, and reflect your company’s unique mission. A short list that’s well understood beats a long one that gets forgotten.
Start by digging into what already makes your organization tick. What behaviors do you reward? What beliefs guide decisions? From there, gather input from across your team to define a few standout company values examples. These should be specific, actionable, and rooted in both who you are and who you want to become.
The strongest examples of core values don’t sit on posters — they show up in how people lead, collaborate, and recognize one another. Weave your values into hiring, onboarding, recognition programs, and internal communications. When employees see values in action (not just hear about them), they’re more likely to embrace and live them.
Three of the most common examples of core values in the workplace include:
Together, they lay the groundwork for a culture that’s resilient, purpose-driven, and built to grow.
Company culture is what it feels like to work somewhere — the energy, the habits, the way people show up. Company core values are what guide that culture. They’re the beliefs behind the behaviors. When values are clear (and actually lived), they help shape a culture that feels intentional, not accidental. The best cultures? You can see real examples of core values in the workplace — in how people lead, collaborate, and recognize each other every day.
Written by
Rebecca Mattina
Discover how easy recognition can be with Achievers
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