How Drips Uses Core Values to Build Company Culture

Part 1: Establishing Core Values

At Drips, we believe it is imperative to be consciously guided by values in our work. Let us explain more why values matter so much to us.

What are Core Values?

Firstly, Core Values are the fundamental beliefs an organization adopts to guide a plan or mission. These guiding principles can be anything from Adventure and Compassion to Reputation and Sustainability. It is crucial to identify your Core Values to know what organizational road you want to take. If you fail to recognize which values are important, you allow everything to become a Core Value, which means nothing becomes a priority. Core Values help you determine if you are on the right path to fulfilling your goals by creating an unwavering guide, a North Star.

Why are Core Values important, and what do they mean to Drips?

You are only as good as the company you keep; this is a value that our parents or teachers drill into us as we begin to socialize and select our group of friends. The people we surround ourselves with help determine our passions, ambitions, and eventually, our successes. The same theory applies to organizations. The team you hire is a direct reflection of the culture you create. These are the people who embody the goals you have set for yourself and your company; their work will result in what you aspire to be as a team. The Core Values you select should act as a compass for who you bring on board and who you let go.

How to Write Core Values

There are four key steps to choosing your Core Values: Listen, Gather, Rank, Select.



Sit with your partners and leadership circle and share your thoughts. Take in all the ideas and feedback given in this collaborative setting. Each of you brings a unique set of experiences to the table; let those experiences help you create a well-rounded set of values.



Take all those great ideas you have accumulated in your team brainstorming sessions and throw them up on the wall (figuratively or literally – whatever works for you!). These words will ultimately become what defines your DNA – the building blocks that will make your organization what you want it to be. Sit with these words, these ideas, marinate in them. Let them sink in until you can feel them in your bones – until you can begin to sense which ones feel right.



Stack rank your more selective collection of words, take the time to weigh them against each other. Determining your Core Values is a decision that will literally affect how your organization functions. As you would do in any big decision-making moment, consider all the pros and cons. Just as Shakespeare carefully selected each word of a soliloquy, you should also take the time to carefully choose the terms which will ultimately define your master plan.



Follow your instincts. Using the visceral understanding of the kind of culture you want to create and the deep dive brainstorming you have done with your partners – you can now only rely on your gut to point you in the right direction. Trust yourself.


How to Promote Core Values in the Workplace

Communicate. Communicate. Communicate.

Communicate your Core Values to your team members and articulate their purpose and importance across the company. These goals are the foundation of your company culture, and only by sharing them will your team be able to embody them.

Communicate your Core Values by publishing them on your company intranet or internal page (such as Engagedly). Repetition is a critical element of learning. Do not be afraid of sounding like a broken record. If the story you made is good enough, people will love hearing it again and again.

Communicate your Core Values on your company’s careers page. These values are the essence of your business, a symbol of who you are, what you stand for, and what you promise. Let them attract the right candidates, as well as detract the wrong ones. It is through these words that you build your company culture. But remember, culture is objective. It is never right or wrong, but it is always right or wrong for you.