Every business is shaped by its core values—principles that guide decisions and define its culture. In my past business, our five core values were:
1. Family Before Work
2. Go All In
3. Crank It Up a Notch
4. H.I.R.E. Character (Humility, Integrity, Respect, Ethics)
5. Just Say It
These values weren’t just words; they set the tone for how we operated. But living by them wasn’t always easy. One story stands out as a reminder of how important it is to stay true to what you stand for.
In my previous business, we had a team member, let’s call him George. George was highly skilled and had a tireless work ethic. He often stepped up for late-night, weekend, and any after-hours emergency jobs when no one else could. His contributions were deeply appreciated, and he was a reliable go-to in tough situations.
However, George didn’t align with our Family Before Work value. Many of our team members had young children and prioritized time at home. George thrived on putting in 60-70 hour weeks and struggled to understand why others didn’t. Worse, he openly judged coworkers for working fewer hours, creating tension and making others feel undervalued.
Despite his skills, George’s attitude clashed with the culture we wanted. Letting him go was tough, but it was the right decision to protect the team’s morale and our values.
The Impact
The change was immediate. The tension lifted, morale improved, and the team felt re-energized. People no longer felt judged, and the supportive environment we’d built returned stronger than ever.
The Lesson
Staying committed to your values helps build a workplace you’re proud of. Whatever values you choose, make them more than slogans. Live by them, uphold them, and trust the process.
The EOS Tool
In EOS we have a simple, yet powerful tool called The People Analyzer. Use this tool to assess and coach individual employees – team members – around core values fit using a simple rating system of + (usually exhibits the c/v), +/- (sometimes does, sometimes doesn’t) and – (rarely exhibits the c/v). It will help you flush out who needs coaching, who needs acknowledgement, and who – like George – needs to go.
If you need help using it, give me a call and I’ll help you get started.