By Erica Roelike, Founder of Elevate Results Consulting
As the founder of Elevate Results Consulting, I work with business owners and HR leaders who want to create high-performing, values-driven organizations. One of the most powerful ways to do this is by making your core values a central focus in your performance review process.
Core Values: The Foundation of Sustainable Success
Core values are not just words on a wall—they are the foundation of your company’s culture, the compass for leadership decisions, and the engine behind sustainable growth. When you revisit core values during performance reviews, you’re not simply following a checklist; you’re reinforcing what matters most and ensuring that every team member is aligned with your company’s mission.
Making Core Values Practical and Relevant
Many organizations claim to hire and fire based on core values, but I encourage you to take it a step further. Performance reviews are a critical opportunity to bring your values to life. When you discuss core values in reviews, you:
- Keep values visible and top-of-mind for everyone.
- Encourage genuine buy-in and ownership of those values.
- Assess how employees put values into practice in their daily work.
Tailoring Core Values to Every Role
I often hear from leaders that some employees—especially those not in customer-facing roles—struggle to see how certain core values apply to them. For example, a production team member might wonder how a customer-focused value fits into their day-to-day responsibilities.
This is where managers can make a real impact:
- Give Specific Examples: Share real-world scenarios that connect core values to different roles. In manufacturing, for instance, internal customers are the coworkers who rely on your part of the process. Delivering quality work on time supports both the team and the company’s values.
- Encourage Reflection: Ask employees to share how they’ve demonstrated core values, whether through collaboration, problem-solving, or supporting colleagues.
Fostering Trust, Accountability, and Collaboration
When you openly discuss core values during reviews, you foster trust and accountability. Employees see that values are more than slogans—they are expectations for how everyone shows up, interacts, and contributes to the team’s success. This approach builds a culture where people feel seen, heard, and truly valued.
Action Steps for Embedding Core Values in Reviews
Here are the steps I recommend to make core values a living part of your review process:
- Prepare Examples: Before each review, gather stories or feedback that highlight how the employee has embodied your core values.
- Make It Interactive: Invite employees to share their own examples and discuss any challenges they’ve faced in living the values.
- Connect to Goals: Show how living the core values ties directly to team and company objectives, reinforcing the link between daily behavior and long-term success.
Focusing on Core Values Creates an Undeniably Positive Impact
Discussing core values during performance reviews isn’t just “checking a box.” It’s a strategic opportunity to align your team, strengthen your culture, and inspire everyone to lead with purpose and integrity. By embedding your values in every review, you lay the groundwork for a workplace where people thrive and your business achieves lasting results.
Dive deeper into our featured article at https://elevateresultsconsulting.com/the-power-of-routine-employee-evaluations-and-performance-reviews/. Or reach out to schedule a call today.