Work culture: it’s the heart of the organisation and the backbone of the business. It’s your values, vision, and mission. The culture brings all employees together to create a common set of principles and a shared language. It helps make and shape business decisions.

When things get tough, having a strong culture generates a greater sense of trust, keeps things on track, and preserves the integrity of an organisation. Embedded correctly, they form a roadmap for brand integrity. On the flip side, some say the notion of articulating and embedding an organisation’s culture and values is just a fluffy HR notion that serves little purpose. Why is it that in some organisations (think: Innocent, Google), values form the basis of everything they think, say and do, but in others the subject is ignored?

Culture & values

Organisations that are value-centric (think: Apple, Virgin) are highly successful businesses who witness profits and retain the people who really make a difference to their bottom line. Their values allow them to stand for something – a key desire from today’s talent. Their values allow them to rise above the rest and, while shaping the way things are done internally, they form the basis of an excellent external marketing campaign (think: John Lewis Partnership, Lush). The late Steve Jobs said: “The only thing that works is management by values. Find people who are competent and really bright, but more importantly, people who care exactly about the same things you care about.”

This is why learnpurple and Changeboard are teaming up to take a deeper look at this area by finding out the level of importance placed on culture and values in today’s business.

Our latest research aims to uncover how value-centric organisations really are. We often hear that values are at the heart of  businesses, but when senior management is asked to name their values, we’re met with deafening silence. Putting the mission statement and values on a plaque in reception is not enough. Defining and then living and breathing the values in everything the business does – from marketing, recruitment and interviews through to induction, performance reviews and development – is what makes a business totally value-centric.

HR voice – take part in our exclusive survey & event

As HR professionals from a wide range of industries and backgrounds, we’d love to hear your views on the subject. We understand time is precious and therefore have created a short 10 minute survey. It’s completely anonymous and will ask you about your company culture and values.

The results will be featured exclusively online and in Changeboard magazine. We’re also planning an invitation-only event hosted by Natalie Cooper (editor, Changeboard) and Jane Sunley (CEO, learnpurple) in London later this year where experts will debate the findings and share their experiences of the subject. As a thank you for completing the survey, you have the opportunity to attend this event. The event date to be announced nearer the time.

To complete, please click here.

Thank you for supporting our research, and we look forward to sharing our findings with you in October.

Written by Jane Sunley, CEO of PurpleCubed

Jane Sunley, CEO of PurpleCubed

Following a successful career within hospitality, Jane realised that if someone could help service organisations to become a great place to work, there wouldn’t be such a crisis over ‘the talent war’.

In September 2001, she formed Purple Cubed (previously learnpurple) in order to help aspirational growth businesses attract, develop and retain talented people. Purple Cubed has helped transform the people practices of some of the world’s most recognised brands (including Diesel, Burberry, The Ritz, Hakkasan) and saved clients collectively in excess of £10 million per annum with their straightforward approach to HR strategy and great technology.

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