An organisation’s values can be one of its most important assets. In our previous blog, we explored how they don’t just shape the here and now, they also impact the destiny of an organisation.

Let’s say you’ve come up with some amazing brand values. You’ve chosen words or phrases that really sum up who you are and what you stand for. So… now what? Do we just tell employees what our values are and expect them to “do” or “be” those things from now on?

Er… no. Sadly, it doesn’t work like that. Half a dozen words in a branded font won’t automatically spark the consistent behaviours we’re hoping to see across the organisation.

Sure, we can recruit in line with our values and look for people who reflect the spirit of our brand. That’s a strong start. But we also can’t assume that our existing people, or even our newest, most enthusiastic hires will adopt them without ongoing guidance. They need support, reminders, and most importantly, inspiration.

Here are eight energising ways to keep your values alive and make them meaningful in everyday workplace life:

1. Co-create

Work together with the very people you’re expecting to adopt them. When employees help create or define your brand values, they’re far more likely to connect with them. If your values already exist, invite employees to help shape what those values look like in practice. Workshops, informal sessions, or creative input via internal platforms can all help bring your values to life.

2. Activate

Turn your values into tangible behaviours. What do they actually look like in a real-life context? Clear, descriptive behaviours help translate abstract ideas into actions, and make them easier to embed across your organisation. This is a cornerstone of any effective organisational culture training strategy.

3. Educate

Your values should run through every element of your learning and development. Whether it’s communication skills development, leadership training, or onboarding, they provide the “why” behind what you do. When you link training to purpose, it lands better, and lasts longer.

4. Lead

If your senior leaders live and breathe your values, the effect trickles down. Culture flows from the top. When your C-suite models positive behaviours, your teams are far more likely to follow suit, and your customers will notice the difference.

5. Communicate

Your values should be part of the everyday conversation. Build a multi-channel comms strategy that continually reinforces them. Whether it’s newsletters, digital signage, or team huddles, keep the tone of voice aligned with them. Consistency here boosts both understanding and emotional connection.

6. Measure

Bring values into your day-to-day decision-making. Use them to shape interviews, recruitment, performance conversations, and customer feedback. By embedding them into how success is measured, you make them more real, and more relevant.

7. Champions

Create a network of values ambassadors. These could be people from across departments who naturally embody the organisation’s spirit. Train them to give real-time feedback and encouragement when they see them in action. This kind of peer-to-peer support strengthens employee engagement and helps build a more connected culture.

8. Recognise

Celebrate the people who bring your values to life. Recognition schemes, shout-outs, and small moments of appreciation can go a long way. Whether it’s formal awards or informal praise, recognising them reinforces their importance.

We hope these ideas add some energy to your efforts. The key is to keep it fresh, inclusive, and genuine. Culture isn’t built in one workshop, it’s a living, breathing part of the workplace. Whether you’re just getting started or want to level up, strategies like these are at the heart of effective employee engagement solutions.

We’d love to hear how your organisation keeps its values alive and kicking. Got a tip that’s worked well? Share it with us!

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