Making your vision and values part of your culture

High effort

High impact

Once you’ve established your vision for the business and worked with employees to create a set of values, the next step is to embed them within the culture. It takes effort to keep them front and centre of your business, but making them a priority will give your workplace greater purpose and a sense that everyone is on a shared mission.

We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
A downloadable PDF version of each action plan is available if you’d like to compete it offline

What's involved? Ways to use this action plan Measuring impact

Hold a meeting with everyone in the business to talk about the company vision and how your set of values will inform that vision

Impact: medium

Why will this help?

Holding a meeting to explain your vision and values will make sure everyone’s in the loop and understands how the two connect.

Incorporate your values into the recruitment process, working with your HR team to create specific, values-based questions for interviews

Impact: high

Why will this help?

Factoring in your values at the interview stage lets you make sure new hires are aligned with the company’s core beliefs.

Include the company vision and set of values in onboarding materials so new employees have that big picture view straight away

Impact: medium

Why will this help?

Company values provide a framework of how your business operates. Early exposure is vital to guiding employee behaviour.

Sense check new projects against your vision to ensure they will put you on the right track

Impact: medium

Why will this help?

Don’t plough lots of time and resources into activities that don’t contribute to your vision. Use it as a deciding factor for green-lighting new projects.

Make your vision and values part of your culture by inviting employees to nominate others for rewards based on who has “lived” the values

Impact: high

Why will this help?

Recognising people whose work reflects your core values rewards their enthusiasm and encourages others to consider the values in their day-to-day work.

Establish a rewards programme

Establishing a rewards programme gives leaders an effective way to recognise great performance and keep staff motivated. Follow these tips from recruitment agency Venturi to create your own programme.

What can I do with this Action Plan?

Start this Action Plan

Add some extra information to this plan and we’ll help you get it done.

We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
A downloadable PDF version of each action plan is available if you’d like to compete it offline

Download and print

Get a printable template for this Action Plan, fill it in with some target dates, and share it with your team. Pin it on the wall where everyone can see it.

Get the printable Action Plan

Learning Groups

We also run Learning Groups on these topics where you can join other leaders tackling the same challenges.

Find a Learning Group

How will I know if my action plan is working?

Employee focus groups

Get detailed feedback from your team

Why this metric?

Focus groups give employees a dedicated time to reflect on how well they think the vision and values have been embedded in the culture.

How do I start tracking?

Set up a small focus group six months after you first created your values. It may be more effective to bring in an external consultant to run the workshops, to make sure the responses are honest.