Bright Ideas by ColorVizion Lab is the go-to newsletter for people leaders transforming the talent experience. We answer the tough questions people leaders face daily—with straight talk and real solutions. Desiree Booker, CEO of ColorVizion Lab, and Cassandra Cassillas, Senior Consultant at ColorVizion Lab, answer this week’s question.
❔How do we audit our values to make sure they’re aligned with our business strategy?
Company values shape how businesses operate, hire, and grow. But what happens when those values no longer match reality?
Over the past few years, many companies rolled out DEI and talent initiatives with good intentions. Then we fast forward to today – shifting priorities and economic pressures have left some commitments feeling more like PR statements than guiding principles.
Then there are the companies who are scrambling to revise their talent strategies and assess risks due to legislative pushback.
This can turn into a business problem. And people leaders are left to clean up the mess.
When values and strategy fall out of sync, employees disengage, workplace cultures feel tense, and talent initiatives lose their impact.
❌Nearly half of U.S. and U.K. employees (46 percent) considered leaving their company due to misaligned values, and more than half (56 percent) wouldn’t even apply to a company if its values don’t match theirs, according to Qualtrics.
Staying relevant and innovative means regularly auditing, measuring, and refining values-driven efforts to make sure they still serve the people and the business.
So, how can you tell if your values still hold up? And if they don’t, how do you anchor them in a strategy that actually works today?
Let’s get into it.
🧐Authentic or empty? Getting clear on where your values stand
Before you can refine or realign your talent and inclusion efforts, you need a reality check. That means auditing what’s in place, gathering input from key stakeholders, and assessing whether your initiatives still support business goals.
Here’s where to start:
Step 1: Map your stakeholders and initiatives
Who owns talent and inclusion efforts across your company? Without a clear picture, initiatives can become siloed, redundant, or disconnected from business strategy.
If you have a stakeholder map, use it. If not, build one. Collect documentation from different teams, centralize it in a shared repository, and create a high-level inventory:
✔ Who’s leading what?
✔ What’s the goal?
✔ What’s the impact so far?
Step 2: Listen to managers and employees
A values audit tells you how people actually experience company values every day. To get real insights, set up listening sessions and one-on-one interviews.
✔ Individual conversations uncover deeper concerns.
✔ Small group discussions (5–6 people) highlight common themes across teams.
Step 3: Evaluate alignment and business impact
Now, ask the tough questions:
✔ Are values reflected in daily work? Do employees see them in action, or are they just words on a wall?
✔ Do career growth patterns reflect inclusion? Who’s getting promoted, and why?
✔ Are values tied to performance? Do teams that embrace them (collaboration, integrity, innovation) outperform others?
✔ Is leadership accountable? Are values a real factor in performance reviews and decisions?
✔ Is there a market impact? Does a strong values-driven culture attract talent, improve customer experience, or build brand loyalty?
Cassandra Cassillas, Senior Consultant at ColorVizion Lab, is currently conducting a gender balance and equity assessment for the Women in Leadership Council at a global consumer goods company.
The goal of the audit is to assess representation, career progression, and equity in pay and promotions for women across leadership levels.
“Using both quantitative data (hiring, promotion, and retention rates) and qualitative insights (employee sentiment and barriers to advancement), the audit will identify gaps and opportunities to strengthen leadership pathways,” Cassandra says.
The findings from this audit will help identify initiatives that support sustainable gender equity in leadership to make sure there’s alignment with the company’s business and talent strategy.
📈KPIs that show what’s working (and what’s not)
Tracking the right metrics makes all the difference between programs that look good on paper and those that actually lead to results. The most successful companies ask if their values are truly shaping employee experiences and business outcomes.
Here’s what to focus on:
- Retention of high performers: Are the employees who live and breathe your company values sticking around? Or are they leaving because they don’t feel supported?
- Engagement surveys: Don’t just look at the usual “engagement” scores. Dive deeper into trust in leadership, manager approval, and honest feedback. Pulse surveys and exit interviews often reveal the truth behind turnover.
- Professional development & growth: Are promotions and raises happening fairly? Are employees getting the development they need to level up?
- Performance metrics: Do the teams that embrace company values deliver better results? If business goals aren’t hitting the mark, could cultural misalignments be the reason why?
Deciding what stays, goes, or evolves
Not every initiative is worth keeping. Having clear KPIs allows you to make data-driven decisions:
✅ Keep it: If it aligns with business goals, employees find it meaningful, and the data shows impact.
🔄 Restructure it: If it lacks leadership buy-in, needs better execution, or isn’t effectively measured.
❌ Phase it out: If it’s outdated, lacks impact, or no longer fits the business strategy.
Data tells the story. Your job as a people leader is to listen and act.
🛠️Talent programs that bring your company values to life
Now that we’ve unpacked the why and how of aligning your company values with your business strategy, it’s time for some concrete action.
Here’s how you can get started, with high-impact programs, initiatives, and mindset shifts that will set your company on a path to better navigating change.
💼Create a flex work policy that works for everyone
Flexible work schedules give employees the autonomy to manage their work in a way that aligns with their personal lives. These policies benefit everyone and remove the pressure to stick to rigid schedules.
“My husband having a flex schedule allows him to go to a doctor’s appointment with me or do something for our baby,” says Desiree Booker, CEO of ColorVizion Lab. “If someone has an extenuating or stressful situation going on at home, the last thing that you need is to be confined to a very rigid schedule that pulls you away from those personal obligations.”
Her biggest recommendation for companies is to trust your team to balance work with personal commitments.
👥Launch mentorship and sponsorship programs
When leaders actively invest in the success of these employees, it leads to stronger leadership pipelines and a more inclusive workforce.
When building learning and development plans, you should prioritize a mentorship or sponsorship program that pairs senior leaders with high-potential employees, especially from underrepresented groups.
🌟Implement skills-based hiring and promotion practices
Skills-based hiring and promotions focus on what employees can actually do, rather than relying on outdated credential requirements – like where someone went to college, or preferring industry-specific experience rather than transferable experience.
As you revamp your hiring and promotion criteria, prioritize skills and potential to create a more diverse, high-quality candidate pool and fairer opportunities for advancement.
🎯Make leadership development inclusive and tailored
Inclusive leadership development programs are key to ensuring employees from diverse backgrounds feel confident and prepared for leadership roles.
Desiree shares her experience coaching Black and Latina directors at a client company and how it completely transformed their executive presence.
“These leaders revealed they had experienced microaggressions and didn’t have a lot of confidence showing up in meetings,” Desiree says. “Just 6 months of coaching had a huge impact on their career alignment and role clarity and they were able to contribute to the business strategy.”
During times of change, it’s important to invest in leadership development programs for all employees, especially those who could benefit from more confidence and a stronger executive presence.
🏆Anchor your values in decision-making frameworks
If your company values matter, they should be a part of your standard operating procedures.
Conduct an audit of your team’s daily operations to identify routine tasks and document them alongside the company value they support.
If a task doesn’t align with any core value, consider restructuring or eliminating it. Use this framework to make sure performance reviews, hiring practices, and everyday decisions reflect what your company truly stands for.
💬Build employee resource groups for connection and support
Employee Resource Groups (ERGs) provide collaborative spaces for employees to share common experiences, gain learning and development opportunities, and support each other.
“With how tumultuous the economy has been over the past couple of years, it’s been crucial to have those spaces where employees can let loose, let their hair down, and have candid conversations about how they’re feeling,” Desiree says.
Provide ERGs with dedicated resources, sponsorship, and a clear purpose tied to company values. Encourage senior leadership to engage with ERGs not just as allies but as active participants who attend events and gather employee feedback. This helps make sure ERG leaders have the autonomy and funding to make the group impactful.
By weaving these initiatives into your company’s DNA, you’ll not only reinforce your values but also create a more inclusive and engaged workforce that only improves your bottom line.
And if you’re looking for more resources on how to maximize your impact as a people leader, download ColorVizion Lab’s new playbook!
This playbook is packed with action items to help you better connect with senior leaders, execute your people strategies, and prioritize your professional development in 2025.
Download your free copy today and share it with others in your organization.
📞 What are your top concerns for 2025?
With so much uncertainty in the talent space, our team at ColorVizion Lab wants to know what your biggest concerns are.
Submit them here and we may dive into it in an upcoming newsletter!
📰 Story of the week: How is AI improving hiring efficiency?
As hiring slows down, employers are focused more on the quality of hires. This means they’re leaning on recruiters to take on a more strategic role, while AI helps measure the quality of each candidate.
The question now is, how should recruiters and talent acquisition teams prepare for this shift?
People leaders, we’ll help you anchor your values to your talent strategies!
Revamping your recruiting, learning, and engagement strategies may require some additional support. ColorVizion Lab is here to help.
We can help your team conduct current state assessments, build employee programs, reshape your talent brand messaging, and so much more!
🛠️Learn more about our services
📘Download the People Leader’s Playbook
