Company core values: What they are, why they matter in 2026

A quick insight: Company core values are the principles that guide behaviour, decisions and culture at work. When they are lived rather than just written down, they shape authentic employee experiences and build trust. This blog explains what company core values are, why they matter, and shares 50 examples to inspire organisations in 2026.

Talk to any group of employees about what makes an organisation feel authentic, and the conversation will quickly turn to values. 

Company core values are the beliefs and guiding principles that influence how an organisation operates, how leaders make decisions and how employees feel about their work. Done well, they are more than a list of words on a website. They shape culture, strengthen engagement and help employees connect with purpose.

What are company core values?

Company core values are the shared principles that define what an organisation stands for. They guide behaviour, decision-making and strategy. Values influence everything from how leaders respond to challenges, to how managers recognise employees, to how teams collaborate.

Values are most effective when they are lived. That means employees can see them in action, not only in slogans. For example, if fairness is a company core value, employees should be able to point to transparent promotions, equitable workloads and clear pay processes that demonstrate fairness in practice.

Why company core values matter

When organisations define and live their company core values, they achieve several outcomes:

• Clarity for employees. Values give employees a compass for decision-making and behaviour.
• Connection to purpose. Employees are more engaged when they feel their work supports something bigger.
• Consistency for leaders. Values provide a framework for difficult choices and align decisions across levels.
• Credibility for culture. Values bring authenticity when they match what employees experience day to day.

Research highlights that employees who feel aligned with their organisation’s values report higher wellbeing, employee engagement and commitment. For organisations, this translates to stronger performance and retention.

50 examples of company core values for 2026

Here are 50 examples of company core values drawn from across industries. Alongside each, we’ve suggested how organisations can integrate the value into everyday working life, so values are lived rather than left on posters.

People values

1. Integrity – Share decision-making processes openly so employees understand the “why.”
2. Respect – Create inclusive meetings where every employee has the chance to contribute.
3. Empathy – Train managers in active listening and build safe spaces for employee voice.
4. Inclusion – Launch employee resource groups that influence policies and practices.
5. Diversity – Track diversity data and set representation goals across roles and leadership.
6. Trust – Offer flexible working and avoid micromanagement to demonstrate confidence.
7. Fairness – Apply transparent criteria for pay and promotions.
8. Equality – Regularly audit processes to remove barriers in recruitment and progression.
9. Compassion – Provide compassionate leave policies and supportive leadership behaviours.
10. Kindness – Recognise acts of kindness and highlight stories of employees supporting each other.

Performance values

1. Accountability – Set clear goals and review progress during performance discussions.
2. Excellence – Celebrate outstanding achievements with awards or shout-outs.
3. Reliability – Build reliable processes by keeping commitments and setting achievable targets.
4. Professionalism – Model respectful, professional conduct at every level of the organisation.
5. Reliability of results – Track performance data and share outcomes with employees.
6. Continuous improvement – Hold retrospectives where teams reflect on lessons learned.
7. Adaptability – Celebrate employees who embrace change positively and share learning.
8. Agility – Give teams autonomy to adjust workflows without unnecessary bureaucracy.
9. Balance – Plan workloads carefully to support healthy work-life balance.
10. Boldness – Reward bold initiatives, even if they do not fully succeed.

Responsibility values

1. Transparency – Publish updates on progress and challenges so employees feel informed.
2. Sustainability – Build sustainability into KPIs and involve staff in eco-projects.
3. Responsibility – Involve employees in problem-solving instead of relying on top-down fixes.
4. Resilience – Offer resilience training and peer-support programmes.
5. Wellbeing – Provide counselling, wellbeing days and workload reviews.
6. Stewardship – Involve employees in community volunteering and outreach.
7. Authenticity – Encourage leaders to communicate in their own voices.
8. Care for community – Partner with local organisations and celebrate employee involvement.
9. Accountability to stakeholders – Communicate openly with stakeholders about risks and performance.
10. Generosity – Offer volunteering days and match employee fundraising efforts.

Innovation values

1. Innovation – Run innovation forums or hackathons and fund winning ideas.
2. Creativity – Allow time for brainstorming and experimentation outside daily tasks.
3. Curiosity – Provide allowances or platforms for exploring new skills and ideas.
4. Learning – Invest in platforms that support continuous employee learning.
5. Growth – Build structured career pathways and mentoring programmes.
6. Purpose – Connect organisational mission with employee roles through storytelling.
7. Customer focus – Share client feedback internally to show the impact of work.
8. Listening – Run regular listening surveys and show “You said, we did” actions.
9. Openness – Host town halls where employees can ask leadership questions freely.
10. Communication – Train managers to give clear, constructive feedback.

Inspiration values

1. Courage – Recognise employees who challenge constructively or propose new ideas.
2. Humility – Encourage senior leaders to admit mistakes and learn openly.
3. Empowerment – Involve employees in decisions that affect their work.
4. Teamwork – Use collaborative tools and spaces to strengthen team dynamics.
5. Flexibility – Offer flexible schedules tailored to employee needs.
6. Passion – Share stories of passionate employees who go above and beyond.
7. Service – Celebrate employees who embody a service-first attitude to clients.
8. Innovation with purpose – Tie innovation efforts to meaningful organisational goals.
9. Safety – Prioritise psychological safety through open discussion and training.
10. Listening to employees – Close feedback loops consistently and visibly.

These examples show how values can cover behaviour, relationships, performance and wider responsibilities. No organisation needs all 50. The most powerful values are those that resonate with employees and are consistently demonstrated by leaders.

How to define company core values that work

Defining company core values should not be a branding exercise done in isolation. The process works best when employees are actively involved. For example:

• Use actionable employee surveys to ask employees what they feel the organisation stands for now.
• Run focus groups to explore which values resonate and which feel missing.
• Involve leaders in defining how values link to strategy.
• Test draft values with employees to see if they feel authentic.

This process builds trust and increases the chance that values will feel real.

How to bring company core values to life

Once defined, values need to show up in everyday experiences. Some practical approaches include:

• Recruitment and onboarding. Share values with candidates and show how they are lived in practice.
• Performance reviews. Incorporate values into feedback and recognition.
• Leadership communication. Use values as anchors in decision-making and storytelling.
• Recognition schemes. Link rewards and appreciation to values-driven behaviours.

When employees see values in these moments, they believe in them. When they do not, values risk being dismissed as empty words.

Company core values provide clarity, connection and consistency. They shape how employees experience their work and how organisations present themselves to the world. The challenge is not only to define them but to make them visible in action. In 2026, employees expect values that are authentic, lived and aligned with purpose. When organisations get this right, values become a driver of meaningful change.

At People Insight, we help organisations define and embed company core values through surveys and expert consultancy. If you want to create values that employees believe in and that drive meaningful change, get in touch today.