How Misaligned Values Can Ruin Your Workplace Culture
Company values are meant to be the guiding principles of an organization, shaping decisions, behaviors, and priorities. But when those values are unclear, inauthentic, or misaligned with how the company actually operates, they can do more harm than good. Misaligned values lead to confusion, disengagement, and even division within teams, undermining trust and creating a toxic culture. Here’s how misaligned values can damage workplace culture and what leaders can do to realign them.
When Values Don’t Match Reality
One of the most common mistakes companies make is promoting values that aren’t reflected in daily operations. For example, if a company claims to prioritize work-life balance but consistently expects employees to work long hours, the disconnect creates frustration and cynicism. Employees quickly recognize when values are just words on a wall and lose trust in leadership as a result.
Example:
A retail company that advertises “customer-first” values but pressures employees to meet aggressive sales quotas may find that employees focus more on upselling than delivering great customer experiences. This misalignment damages both employee morale and customer satisfaction.
The Impact of Conflicting Values
Conflicting values within an organization create division. For instance, if leadership prioritizes profitability at all costs while employees are driven by a desire to innovate or deliver high-quality service, it creates tension and frustration. Teams become divided, with different groups pulling in opposite directions, which harms collaboration and progress.
Example:
In the early days of Uber, the company emphasized rapid growth and market dominance. While this aligned with leadership’s aggressive goals, it conflicted with employees’ desire for an ethical and supportive work environment. The resulting scandals and employee turnover highlighted the dangers of conflicting priorities.
Unclear Values Lead to Disengagement
When employees don’t understand what their company stands for, it’s hard for them to feel connected to its mission. Unclear or vague values leave teams without a sense of purpose or direction, leading to disengagement and a lack of motivation.
Example:
WeWork’s early culture promoted bold vision and disruption, but its lack of clarity and focus on sustainable operations left employees uncertain about the company’s long-term goals. This lack of alignment contributed to internal chaos and a failed IPO.
How to Align Culture with Authentic Values
1. Define Clear and Authentic Values
Your company values should reflect what you genuinely believe and prioritize. Avoid generic buzzwords like “integrity” or “innovation” unless you can clearly demonstrate how they apply in practice. Collaborate with leadership and employees to identify values that resonate with the entire organization.
2. Embed Values in Daily Operations
Values are meaningless if they’re not lived out. Integrate them into hiring practices, performance evaluations, and decision-making processes. For example, if collaboration is a core value, reward teamwork and ensure your systems encourage cross-functional efforts.
3. Lead by Example
Leaders set the tone for how values are perceived. Model the behavior you want to see in your team. If transparency is a value, share updates and decisions openly. If diversity is a priority, actively champion initiatives that support it.
4. Communicate and Reinforce Values
Consistently communicate your values to employees and demonstrate how they connect to the company’s goals. Share stories of how teams have embodied the values in action, and regularly revisit them to ensure they remain relevant and meaningful.
5. Align Values with Your Mission
Values should directly support your company’s mission and vision. When employees see how their work aligns with the company’s purpose, they’re more engaged and motivated. For example, Patagonia’s commitment to environmental sustainability is deeply embedded in its values and operations, creating a culture where employees feel aligned and inspired.
Misaligned values can quietly erode workplace culture, leading to disengagement, division, and lost trust. But when values are clear, authentic, and consistently lived out, they create a powerful foundation for a thriving culture. Leaders have the responsibility to ensure values aren’t just words—they’re the principles that guide every decision, action, and interaction within the organization. Aligning your culture with your values isn’t just a best practice—it’s the key to long-term success.