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“Don’t be a d*ck”: How to decide on your company’s values

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3. Communicate

Its important to include as many people as possible in the creation process, but once youve got your values finalised, you need to formally communicate them to your team. The best way to do this is in a group setting, where you can explain the process and how the values came about, and respond to any questions.

Your values need to be interwoven through everything from how you make decisions, to how you hire people, to how you reward performance.

A great place to start is by listing out every aspect that you could weave your values into, such as your careers page and job descriptions, staff meetings and performance reviews.

We had some artwork and murals made up in our offices that describe our values, so people are literally surrounded by them every day. If you make it a priority to incorporate your values into one thing every week, theyll be throughout the company in no time.

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4. Be prepared

Once you have your values, the really hard work begins. Having strong values is hugely beneficial in the long run, but the reality is that it can be hard to live by them every day.

It may mean not hiring someone really talented because they dont share the right values for the company, or forgoing a business deal that would trample on your values. It might mean apologising to your team if you fall short of them yourself.

So ask yourself: Am I 100% committed to this process If the answer is no, figure out what you can do to become committed. Do these things first and revisit this exercise later. If the answer is yes, then go for it.

Vaughan Rowsell is the founder and chief executive of Vend.

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