Steve Paskoff is a former EEOC investigator and current president and CEO of ELI, Inc., a consulting firm focused in workplace culture.
Increasingly, organizations are contending with workforces that feel less than satisfied with their circumstances. Internal pressures—such as reductions in force (RIFs), return-to-office (RTO) mandates and demands to achieve more with fewer resources—combine with external factors like AI disruption, political division and generational friction. These dynamics leave many workers feeling disconnected from their organizations. According to The Wall Street Journal, employees in tech and other industries are reporting increasing levels of dissatisfaction at work (subscription required).
Given that employees are often the organization’s largest single investment, ensuring they feel appreciated, engaged and connected should be mission critical. To counter growing disengagement and mitigate external pressures, many organizations are realizing that their culture can be a pivotal asset. And one key to strengthening culture lies in a familiar but often underutilized resource: organizational values.
Culture is driven by the daily behaviors experienced across an organization. I have found in my own years of experience that when behaviors reflect civility, respect, teamwork and accountability, employees are more likely to feel trusted, valued and engaged. These concepts are often already included in organizations’ value statements—but translating values into consistent, everyday behaviors is where many companies fall short.
Bridging the Gap: Translating Values Into Behaviors
One principle I have found to be fundamental is to view employees as “citizens” of your organization—connected by a shared mission, vision and values—while embracing the diversity each individual brings. Values should be consistently demonstrated through shared behaviors that everyone understands and practices. Too often, organizations craft well-intentioned value statements that remain aspirational rather than operational.
Drawing on decades of business experience, my team and I have identified five core behaviors that translate values into daily action:
1. Guard your words and actions.
2. Speak up and listen.
3. Seek help when needed.
4. Maintain professionalism and consistency.
5. Enforce accountability.
These behaviors align with core values like civility, respect, teamwork and professionalism—principles most organizations already champion. When properly implemented, they can do more than encourage good intentions; they can create practical, cost-effective frameworks for cultural change, offering simple processes for addressing disagreements and building sustainable practices.
I’ve also found that these principles can make it easier to recruit, retain and develop top talent. The result should be a workplace where values are not just posted on walls but lived through daily interactions, fostering efficient, collaborative environments where every individual feels dignity and respect.
Operationalizing Values: A Framework For Lasting Change
However, implementing these standards requires the same discipline applied to operational protocols like safety standards. To help organizations operationalize their values, we developed the “Systems of Civil Treatment Culture” framework, built on five essential steps:
1. Commitment: Leaders should model the core behaviors consistently through both their actions and communications.
2. Communication: Hold discussions about values regularly, both formally and informally, so employees understand their importance.
3. Content: Establish clear rules, policies and standards—and actively share and reinforce them.
4. Consequences: Recognize and reward positive behaviors and address violations through appropriate accountability measures.
5. Continuity: Just like safety protocols, behavioral standards should be reinforced until they become second nature.
Achieving an optimized culture isn’t easy. In my experience, it requires a strategic plan, leadership commitment and continuous reinforcement. But the return on investment can be significant: reduced risk, stronger employee engagement and improved operational and financial performance.
By translating values into daily behaviors, you can create an environment where people thrive—and where improved business outcomes follow naturally.
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