Values Are Having a Moment, Make Yours Count
If you lead a company in North America in 2025, its likely you already know that you don’t need another poster or a clever headline. You need a culture story that people can feel and a set of values and behaviours that move performance.
Over the last few months, we’ve heard the same thing from CEOs, CHROs, PE operating partners, and Talent leaders: leadership changes are up, engagement feels fragile, and teams are tired. Underneath it all is a simple truth we see in every high-performing organization we work with:
Values are not copy. Values are a system.
When leaders co-create them with employees, tie them to behaviours and an Employee Value Proposition or Promise, people can recognize, and then use them in decisions, hiring, and reviews. Culture starts to drive results.
This is the conversation we have with clients every day—and the one we’re inviting you into.
Why Values Work (when they’re built to perform)
We’ve seen beautiful value statements that never make it past the board deck. And we’ve seen three short, plain-speak values become the operating rhythm for thousands of people. The difference is never the adjectives. It’s the doing.
- Leaders talk and coach them in real language.
- Employees helped shape them, so they own them.
- Systems reinforce them: hiring rubrics, performance reviews, recognition, and decision checklists.
When this happens, values reduce friction, speed up execution, and lift retention. That’s performance.
Here Are Five Signs It’s Time to Revisit Your Purpose, Vision, Values (And Your Employer Promise)
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You’ve had leadership change or a new strategy
If direction shifted but your values and behaviours didn’t, teams will fill the gap with guesswork. That shows up as rework, mixed messages, and cultural drift.
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Engagement is flat and energy is uneven
If brilliant initiatives keep stalling, your people aren’t clear on the “why” and “how.” Values and behaviours re-focus attention and make excellent work feel doable again.
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Your talent signals don’t match your story
Offer declines, regretted attrition, or review-site comments that don’t sound like your career site are all telling you the same thing: credibility needs a rebuild.
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Customers feel the wobble
Trust is fragile. If teams don’t have a shared way to make tradeoffs and escalate issues, your brand promise leaks into the market.
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Your values feel like “corporate speak”
If people can’t recall them, they can’t use them. Cut the list to three to five. Use everyday language. Define what “good” looks like in observable behaviours.
Make It Two-Way: Purpose + Behaviours + Values + Promise (EVP) = A Reciprocal and Meaningful Partnership
Top-down “training” tells people what to believe. High-performing cultures co-create a short set of values and translate each into behaviours anyone can spot in a meeting, a one-on-one, or a customer call. Then they pair it with a modern Employee Value Proposition that spells out the “gives & gets”:
- Leaders give clarity, coaching, decision rights, recognition.
- Employees give ownership, standards, feedback, advocacy.
- The organization makes it real through hiring criteria, review questions, recognition moments, and decision guides that align to the values.
That is two-way communication. Not “Here’s our culture.” It’s “Here’s how we create the culture we want, together.”
What Great Looks Like in Practice
1) Co-create the story
In 6 to 8 weeks, align on Purpose, Vision, and three to five values in plain English. For each value, write three or four behaviour cues that managers can coach to and employees can use in decisions. Build an EVP with clear gives & gets by segment (leaders, managers, frontline, critical roles). We love to use this window of co-creation to build highly memorable experiences. Fun, and personal moments that reinforce why your teams have chosen you as their place to work and provide the excitement and means to amplify that positivity long after they leave a focus group.
2) Embed where work happens
- Hiring: interview guides and scorecards tied to values and behaviours.
- Performance: one simple page for managers that turns behaviours into coaching questions.
- Recognition: weekly shoutouts that name the value and the behaviour, so stories spread.
- Decisions: a “green-light checklist” leaders use before big calls.
- Leadership Communications, Team Events
- Customer and Vendor partner Management Programs
3) Measure and adapt quarterly
Use a performance dashboard like Blu Ivy Group’s Employer Brand, Culture and Reputation Index To measure employee sentiment, manager quality, regretted attrition, candidate conversion, and customer signals, alongside reputation data. Celebrate three wins. Fix three issues. Repeat.
4) Lead out loud
Each month, lift one behaviour and practice it as a leadership team. Share the story. Invite teams to add theirs.
Try This Tomorrow Morning
- Ask your team: “Which decision last week would have been easier if our purpose and values were clearer?”
- Pick one value. Define two behaviours that show up in meetings.
- Commit to one recognition moment per week that names the behaviour and reinforces a promise that was made to employees – not just the outcome.
- Invite three employees to tell you how the EVP’s “gives & gets” land for them, and what would make it real.
Small moves. Big results.
Frequently Asked Questions
Why do they refresh values now?
Because leadership transitions, AI-driven change, and low engagement create noise. Clear values and behaviours give leaders a daily toolkit to focus execution.
How many values should we have?
Three to five. Short, plain English. Each with observable behaviours leaders can coach.
What’s the role of Employee Value Proposition?
It makes the employment relationship explicit. The “gives & gets” turn values from slogans into a shared contract. It moves well beyond recruitment marketing messaging, into a human-centered approach to culture transformation.
How does this drive performance?
When values and behaviours shape hiring, reviews, recognition, and decisions, teams move faster with fewer misfires. When employee value propositions or promises are a part of culture narratives, teams know that you value what matters most to them. Retention improves. Customers feel the difference. Patients feel the difference. Performance accelerates.
Work with Blu Ivy Group
If you are rebuilding your employer brand, refreshing Purpose, Vision, Values, or launching new behaviours with measurable business impact, we’ll help you and your leaders find the most powerful version of your culture story—and make it usable every day.
- For CEOs & Boards: culture clarity that accelerates strategy.
- For CHROs & TA leaders: values-anchored hiring, reviews, and recognition that lift retention and quality of hire.
- For PE operating partners: a Culture-as-Performance playbook for diligence and the first 100 days
Let’s build the culture story that performs: https://bluivygroup.com
Or contact our co-founder Stacy Parker at sparker@bluivygroup.com
About Blu Ivy Group
We partner with CEOs, CHROs, PE operators, and communications leaders across the United States and Canada to design employer brand, EVP, leadership behaviours, and reputation programs that move the business. We measure what matters: trust, preference, awareness, loyalty, and calibre of hire – and tie it to your performance.
This is about redefining what’s possible.
Want the full conversation? Watch or listen to Blu Thread Conversations, Episode 15 (Aug 19, 2025) for the step-by-step on co-creating values and behaviours that drive performance. In this episode, we unpack how leaders turn values from “words on a wall” into a system that improves execution, retention, and reputation—featuring real examples and practical steps you can use tomorrow.
Listen/Watch:
