Core Values — Does Your Company Have them?

I love Zappos — the shoes and their company. I really dig their culture which brims over to their service and way they work/interact with their customers.

What do you think of core values? Does your company have them?

Okay — so you’re probably used to hear those questions right — I’m an HR person after all and words like “culture” “engagement” and “values” are some of the big HR buzz words now.

So how about this– do YOU have core values and do your core values line up with your company? If not, why are you there? And that’s not a question to say WHY are you there? .. but why are you THERE? There has been a lot of research and thought leadership that people are happier in cultures that are like them — where people can be themselves and where the company’s core values line up with many of the values that are important to them.

Can you list your personal core values?

Its great to consider what the values of your company — but it its an even better consideration to understand your own and how the two link up (or don’t).

Making the HR Connection, yours, thegirlinhr


If Tony Hsieh Could Start Zappos All Over Again, He’d Do One Thing Differently (video)

Today Zappos CEO Tony Hsieh hires and fires based on whether employees live up to the company’s core values, independent of how they do their jobs. But he didn’t always work this way.

Five years after Zappos launched, Tony Hsieh and his team came up with this list of 10 “committable” core values.



  1. You make a great point. “Why are you THERE?” is an important question. One of the reasons Zappos has that great culture is that they intentionally hire people who fit their culture. But this isn’t just the company’s responsibility. Each person needs to take personal responsibility to know who they are, what their values are and find the right fit.

    I ask you, as an HR person, how good a job does your company do in hiring for the values fit? If your hiring process skips this, you’re likely to end up with a bunch of people who have the right talent and skills but are a misfit for your company’s culture. This costs your company money.

    In my book, The Value of Core Values: Five Keys to Success through Values-Centered Leadership, I share the stories and practices of company’s who are successful because they not only identify their core values, but they define, share, institutionalize and honor them. They don’t do this because it is profitable, but doing so leads to sustainable profitability nonetheless.

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