7 Key steps to building a Values-Aligned Corporate Culture

In an ever-changing world, corporate culture plays a crucial role in the sustainable success of organizations. CAC 40 and hyper-growth companies, including CTOs, HR Directors and Chief Transformation Officers, are increasingly aware of the importance of developing a strong, values-aligned corporate culture. However, the process of cultural change is often misunderstood and poorly executed. Here, in my humble opinion, are the key steps to building a values-aligned corporate culture, based on best practices and professional studies.

1. Diagnose the current culture

The first step is to understand the company's current culture. This involves conducting internal surveys, interviews and workshops to gather testimonials from employees at all levels. This diagnostic phase identifies the values lived by employees on a daily basis.

Concrete action :

• Organize open discussion workshops where employees can share their perceptions and experiences of the current culture, or
  

• Set up an anonymous global survey

2. Define Authentic Values

Corporate values must emerge from the reality experienced by employees, rather than from an idealized aspiration. It is essential to ensure that these values truly reflect what employees and the organization already value.

Concrete action :

• Create working groups made up of members of different departments to identify existing values and discuss their relevance and impact, and couple this action with the results of your global survey done beforehand.

3. Translate Values into Concrete Behaviors

For values to have a real impact, they need to be translated into concrete behaviors and practices. This helps illustrate how each value manifests itself in employees' day-to-day actions.

Concrete action :

• Develop an exemplary behavior guide for each value. For example, for the value of collaboration, concrete actions could include common objectives between departments, shared KPIs, and quarterly retrospective sessions.

4. Integrating Values into Business Processes

Values must be integrated into all aspects of company operations, from recruitment and new employee induction processes to performance management and professional development.

Concrete action :

• Adapt recruitment processes to include values-based assessments. For example, during interviews, ask questions that explore how candidates embody the company's values in their work.

5. Ongoing training and awareness-raising

Ongoing training and awareness-raising are essential to embed values in the company's culture. It's important to provide regular opportunities for employees to familiarize themselves with the values and associated behaviors.

Concrete action :

• Set up regular training programs on company values, including team-building sessions and interactive workshops.

6. Measure and Reward Aligned Behaviors

To reinforce values, it is crucial to measure aligned behaviors and reward those who embody them. This creates a culture of recognition and motivation around values.

Concrete action :

• Develop an internal recognition system where employees can nominate colleagues for rewards based on exemplary behavior aligned with company values.

7. Adjust and evolve based on feedback

Corporate culture is not static. It must evolve in line with employee feedback and changes in the external environment. Active listening and adaptability are key to maintaining an aligned, dynamic culture.

Concrete action :

• Set up regular feedback loops where employees can share their views on values alignment and suggest improvements.

Conclusion

Building a values-aligned corporate culture is no easy task, but it's a crucial investment for long-term success. By implementing concrete actions and building on an authentic understanding of current culture, companies can create an environment where values are not just displayed, but lived every day. Transformation leaders, HR directors and CTOs play a key role in this process, guiding and supporting cultural change initiatives with determination and commitment.

As a change management consultant and team coach, I'm here to accompany you on this journey of cultural transformation, providing customized strategies and concrete solutions to strengthen your leadership, resilience and team cohesion. Together, we can build a corporate culture that not only reflects your values, but also inspires growth and innovation.