1. Define Your Core Values Clearly.
   • Don’t keep them vague or on a poster. Write out the 3–5 non-negotiable values that drive your business, and define what they look like in action.
     
2. Hire Through the Values Lens.
   • In interviews, ask questions that reveal alignment with your values. For example: if “grit” is a core value, ask candidates to share a story about a time they pushed through a setback.
     
3. Train Beyond Skills.
   • Training isn’t just “how to do the job.” Include how to live out the company’s values day-to-day—through decision-making, client interactions, and teamwork.
     
4. Create Recognition Around Values.
   • Don’t just reward performance numbers. Recognize team members when they live out core values—whether that’s transparency, collaboration, or urgency.
     
5. Pulse-Check Engagement.
   • Schedule short, regular check-ins with your team. Ask: “What’s one thing making your work harder than it should be?” and “What’s one thing keeping you motivated?” Simple questions surface big issues early.
     
6. Build Culture Into Remote/Hybrid.
   • If your team isn’t always in the office, be intentional about connection. Hold virtual huddles, share wins, and keep communication transparent so no one feels isolated.
     
7. Model What You Preach.
   • Culture starts at the top. If you want your team to live by the values, they need to see you doing it first. Consistency from leadership creates trust.

Additional Resources:

• T&S Where We Build Page
• Gain Exclusive Access to Athena’s Book Launch Updates, Pre-sales, and Promotions!
• Download the Season 7 Resource Guide!
• Invite to Athena’s Value Add Vault with an Interview Question Resource
• Schedule 15 minutes with Athena to discuss hiring and onboarding the right people