Page 25 - Fall 2025 - Single Pages

The Importance of Values in

Retaining Employees:

Creating a Culture of Alignment and Engagement

BY MIKE HARBOUR

In today's competitive job market, 1. Recruitment: During the hiring
retaining top talent is crucial for the success of any organiza�on. process, evaluate candidates for values
alignment using tools like the "WHO
Leaders o�en focus on various strategies to keep their employees Scorecard" and "Interview Guides."
engaged and mo�vated, such as offering compe��ve salaries, Look for individuals who share the
providing career development opportuni�es, or implemen�ng organiza�on's values and demonstrate
flexible work arrangements. However, one factor that leaders them in their past experiences.
some�mes overlook is the importance of values in employee 2. Performance Evalua�ons:
reten�on.
Incorporate values-based assessments
into performance evalua�ons. Assess
Values are the guiding principles and beliefs that shape an how well employees exemplify the
organiza�on's culture and behavior. They define what is important organiza�on's values in their day-to-day
to the company and serve as a compass for decision-making at all work and recognize and reward those
levels. When there is a strong alignment between an individual's who consistently demonstrate
values and those of the organiza�on, it creates a sense of purpose, alignment. Mike Harbour is the founder of
sa�sfac�on, and belonging. On the other hand, when there is a 3. Mee�ngs: Begin mee�ngs by Harbour Resources, a group of
disconnect between personal and organiza�onal values, it can lead discussing and reinforcing the experts in developing your
to conflict, disengagement, and ul�mately, employee a�ri�on. most critical asset…your
organiza�on's values. Use real-life people and in turn helping
examples to illustrate how these values organizations improve bottom
The Values Mismatch Dilemma have been put into prac�ce and line performance by
Research has shown that a value mismatch is one of the top reasons encourage employees to share their delivering excellence in
why employees leave their jobs. In fact, according to a study own experiences of values in ac�on. leadership and personal
conducted by Deloi�e, 61% of employees who felt their 4. Coaching and Development: growth programs. Harbour
organiza�on had a strong culture and valued their contribu�on Provide coaching and development Resources is an ACB Associate
were "very unlikely" to leave their current posi�on. On the other opportuni�es that help employees Member.
hand, 48% of employees who felt their organiza�on had a weak or understand how their personal values align with the organiza�on's
non-existent culture were "very likely" to leave.
values. This can be done through workshops, mentoring programs,
or individual coaching sessions.
This highlights the cri�cal role that values play in employee
reten�on. People want to work in an environment where their By making values an integral part of everyday prac�ces, leaders
values align with those of the organiza�on. They want to feel valued create a culture where employees feel connected, engaged, and
and respected for who they are, not just for the tasks they perform. mo�vated to contribute their best.
When employees experience a values mismatch, it erodes their
sense of purpose and engagement, leading to decreased job The Bo�om Line: Values Drive Reten�on
sa�sfac�on and increased turnover rates.
In today's fast-paced and ever-changing business landscape,
retaining top talent is crucial for organiza�onal success. While
The Role of Leaders in Clarifying and Living the Values various strategies can contribute to employee reten�on, the
As leaders, it is essen�al to define and clarify the values that importance of values cannot be underes�mated. Leaders who
underpin your organiza�on. This involves ar�cula�ng what the invest �me and effort in clarifying their organiza�on's values, living
organiza�on stands for, what it believes in, and what behaviors are them, and integra�ng them into everyday prac�ces will create a
expected from all employees. Clarifying values helps set culture of alignment and engagement.
expecta�ons and provides a framework for decision-making.
Remember the words of True� Cathy, founder of Chick-fil-A,
However, it is not enough to simply define values; leaders must also "Instead of us focusing on ge�ng bigger, let's focus on ge�ng
live them. Values should not be mere words on a poster or a plaque be�er." By fostering a values-driven culture, leaders can build
hanging on the wall. They should be embodied in the ac�ons, stronger connec�ons with their employees, enhance job
behaviors, and decisions of leaders and employees alike. As Roy sa�sfac�on, and ul�mately retain their top talent for the long term.
Disney once said, "It's not hard to make decisions when you know
what your values are." When leaders consistently demonstrate the "How o�en are you hi�ng the target? On the values that you say
organiza�on's values, it creates a culture where people feel inspired are important." - Mike Harbour
and mo�vated to stay.
"Our values should walk the halls, not just hang on the walls." -
Integra�ng Values into Everyday Prac�ces Mike Harbour
To reinforce the importance of values and ensure their integra�on
into the fabric of the organiza�on, leaders must weave them into "People who are leaving an organiza�on, they're leaving because
key processes and prac�ces. Here are some prac�cal ways to they don't feel valued by their employer, they don't feel valued by
accomplish this:
their leader. That's a values mismatch." - Mike Harbour

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