It was Tuesday. It was just like any other Tuesday. But, something happened that made it memorable—a gag reflex. Why?
I’m not going to sugar-coat anything—including the fact that I’ve not only worked for numerous companies throughout my career, but also numerous clients. And, I’ll be direct. I love almost everyone. I’m that kinda guy. But, meh, there are some companies and people who…well…we have our differences.
But, there it was. It was a gag reflex from my core. I realized, that Tuesday, I had made a horrible decision. I was working for the wrong people—the wrong company.
Corporate culture has been a focal point in most companies for the past couple decades. Business media (myself included) has chased and documented the organizations who gain notoriety for their unique (sometimes cult-like) cultures. And, as employees, we wonder, “What would it be like to work for Google, Zappos, Virgin, Top Golf, WD-40, or Southwest Airlines? These are all cultures that have gained plenty of stellar recognition for their cultures. But, are we really wondering what it’s like to work for these companies? Or, are we really wondering if we would fit in?
Of course, anyone can do a quick online search of these companies. And, you can immediately discover their corporate values—the guidelines and filters that define their cultures. And, that’s a good thing, right?
It is a good thing. Any organization that has taken the time to precisely define their values is ahead of the curve. So, why was I feeling noxious on one particular Tuesday as I read through my new employer’s values? Their values actually didn’t turn my stomach. However, the company’s disregard for mine did make me sick. I wondered, for the first time in my career, do they care at all about my core values?
Think about this. Do most of us even know our own core values? Do you know yours?
Something strange is happening inside your thought process right now. Of course, you know your own core values. You think about them daily—they ARE you. But, here’s the problem. If I asked you to articulate those core values, you’d probably be at a loss for words. You wouldn’t be able to define them, and you’d probably try to convince me to end the conversation by saying “I don’t know how to say it, but I know what I feel.”
And, here’s where we all find conflict—with ourselves, with our friends, in our relationships, and, especially, with our organizations. Why is there conflict? Because your core values won’t align with everyone else’s—especially an entire group of people, that make up an entire company culture.
Curious about that gag reflex, I reached out to couple of my friends and advisors.
“It’s backward,” said Dr. Sam Romeo, Co-Founder and CEO of Seity Health, a wellness, well-being, and mental health focused technology company. “If any organization (a company, a school, or an athletic team) wants to see optimal performance, then we to stop telling people what they should value, and instead start asking them “What do you value—at your core?”
Cy Wakeman, Bestselling author of Life’s Messy, Live Happy, concurs. “Core values are personal,” she says. “And, yet, so many of us have joined the religion of suffering. Either Stay in Joy or Leave in Peace. If you can find a way to align to the organizational’s values, great. If not, choose to leave and find your place. Anytime you pick a third option other than Stay in Joy or Leave in Peace, you will suffer. Many people stay and fume, or stay and resent, or stay and quietly quit. But, those are horrible options to give yourself.
“People want to be the best version of themselves,” added Ken May, Former CEO of Top Golf and FedEx Office. “If leaders allow and inspire their people to understand themselves—and live their core values—performance will skyrocket.”
All of these responses made me think…a lot. I appreciate a company with clearly defined corporate values. But, do those companies always appreciate a person/employee with strong, clearly defined core values? Cases will vary, of course.
But, here’s the biggest question: if your core values don’t align with your organization’s values, are you really working in a dead-end job? Here’s 4 ways to immediately find out.
- You flat-out disagree. This is the most obvious. Still, it’s important to consider. If you disagree with your organizational values, you need to step back and realize that the words defining those values were chosen carefully. So, if the majority of them make you queasy, it’s time to move on. Because those words actually express the characteristics that your leaders find value in. Get out.
- You don’t see the values in action. Corporate values can be just meaningless words, printed on a poster, in a break-room at the office. And, sadly, that is more common than any of us would like to believe. I’ve literally been approached by companies throughout my career and been asked, “Todd, can you create our values?” No, I can’t. I can communicate them, but I cannot create them. If the values on the wall aren’t the actions and attitudes you see on a daily basis, it’s time to sharpen up your resume.
- The values include the word ‘synergy.’ I don’t like to pick on words. But, let’s all be really honest, corporate jargon is irritating, and any company that is using corporate jargon to define the attitudes, attributes, and perspectives they truly value, thinks you’re an idiot. They’re not being transparent. They’re using you. They don’t care about you. And, you need to get out quickly.
- The company never asks about your core values. You still may be trying to define or articulate your core values. And, you should keep trying. However, that’s not the point. If a company, manager, or leader never shows any concern for the things you care about most in life, and the things you deeply want to achieve in life (not just at work), then you need to keep searching.
“Every time an organization, educational institution, or team takes our core values assessment, there’s an epiphany—a conversation that never existed before,” added Dr. Sam Romeo of Seity Health. “It’s an understanding that values aren’t wrong. They are always right. Sure, the organization’s values matter. But, if those organizations really want to see people shine, personal core values matter even more.”
FYI, my gag reflex is long gone.
