We defined our Core Values on our V/TO®, but we are struggling to use them to manage underperforming employees without sounding like we are policing their personalities. How do we operationalize Core Values?

Question

Tyler Smith · Accepted Answer

Operationalizing Core Values requires moving them from a list on your wall into your daily management tools. Start by using the People Analyzer™ during your quarterly employee evaluations. This tool rates every team member on whether they exhibit your Core Values consistently, occasionally, or rarely. It takes the subjectivity out of performance reviews by focusing on specific behaviors rather than vague impressions. When a team member falls below your core values bar, you must have a direct, candid conversation. Use specific, real-world examples of when their behavior did not align with your values, and explain the negative impact it had on the team or clients. Frame the conversation around their seat fit and whether they truly Want and have the Capacity to thrive in your culture. If they do not align with your Core Values, they are a cultural misfit, and no level of technical skill can compensate for that. By consistently using the People Analyzer™ to hire, review, and fire, you make your Core Values a practical tool for building a high-performing culture.