We have defined our Core Values during the Vision Building sessions, but they feel like corporate slogans rather than tools that drive operational alignment. How do we operationalize our core values during the first ninety days so they actually influence daily behaviors and hiring?

Question

Tyler Smith · Accepted Answer

Core Values are useless if they only live on a poster in your conference room or in a file on your server. To make them stick during your first ninety days of EOS implementation, you must actively integrate them into your daily and weekly operational habits.

First, use your weekly Level 10 Meeting to highlight real-world examples of team members living out the values. During the transition or shout-out portion of your meeting, have leadership team members call out specific actions that aligned with your Core Values.

Second, integrate the Core Values into your hiring, onboarding, and review processes immediately. Use the People Analyzer tool to evaluate every team member quarterly. This tool provides a clear, objective measurement of how well an employee aligns with your values. If someone is consistently below the line on a core value, you must have an honest conversation with them.

Third, use your Core Values to guide difficult decisions. When solving issues during IDS, ask if the proposed solutions align with your foundational principles.

By constantly talking about, measuring, and hiring against these values, you transition them from corporate slogans into an operational filter that defines your entire company culture.