--- title: How to Use Business Core Values to Determine Culture Fit description: Hiring for culture fit can improve your employee retention rate, but where do you start? 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- - - [whatsapp://send?text=https://blog.axcethr.com/how-to-use-business-core-values-to-determine-culture-fit](whatsapp://send?text=https://blog.axcethr.com/how-to-use-business-core-values-to-determine-culture-fit) - [mailto:?subject=How%20to%20Use%20Business%20Core%20Values%20to%20Determine%20Culture%20Fit&body=https://blog.axcethr.com/how-to-use-business-core-values-to-determine-culture-fit](mailto:?subject=How%20to%20Use%20Business%20Core%20Values%20to%20Determine%20Culture%20Fit&body=https://blog.axcethr.com/how-to-use-business-core-values-to-determine-culture-fit) ![business-core-values-and-culture-fit (1)](https://blog.axcethr.com/hs-fs/hubfs/business-core-values-and-culture-fit%20(1).webp?width=1200&height=800&name=business-core-values-and-culture-fit%20(1).webp) People: They’re your biggest asset. They’re also your biggest business expense and often the biggest headache. But let’s be honest. Much of the pain comes from unclear expectations. [Do they know and align with your business core values? And are they the right culture fit?](https://blog.axcethr.com/how-an-employee-relations-strategy-supports-your-companys-culture)  Before you answer that, ask yourself, do you know what makes for a great culture fit? A simple process that identifies your business’ core values can help you quickly determine if someone is right for your organization.  RELATED: [Pre-Employment Personality Tests - Are They an Effective Tool? >>](https://blog.axcethr.com/personality-tests-for-employees-are-they-an-effective-tool) ## How to Identify Business Core Values If you haven’t yet, define your core values, those three to seven guiding principles you use to hire, fire, retain, recognize and reward your people. Your core values state how you and your people show up every day at your company.  If you haven’t previously defined your core business values, it’s easy to do:  ### Gather your leadership team - First, gather your leadership team together and have each member independently list two or three employees (not owners or fellow leadership team members) that would let your company conquer the world if you had 100 of them. List the names on a whiteboard or flipchart. ### Identify the reasons, behaviors or qualities - Then, ask your leaders to write down the reasons, behaviors or qualities that led them to choose those individuals.  - List the qualities on a whiteboard or flipchart.  Somewhere on that list are your company’s core values.  [![Ingram's CTA Image Jeanette Coleman Q&A Company Culture](https://no-cache.hubspot.com/cta/default/2652187/interactive-191229619848.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLJ0tMMVZMwQN5zZNb4bQHTtUa3zMTMj%2ByCTImH%2BUrnxBI40LIMn%2FYYRNtMNZKEUbWcUelYsbfbFNOpztoMnXuO74hhnV8hECkCiYurE%2Bn8OgSFPvD27lPg6qNoqLnNVZ%2BdQt8s401EmXnD51zgt3u2CvXcE%2Bo2eHOjsGDuaS4JxhkAZqya9%2FCDDeDZfrFGzMBayQP52CGXN&webInteractiveContentId=191229619848&portalId=2652187) ## How to Whittle Down Your Business Core Values List Next, discuss, debate, filter and challenge your team to whittle your business core values list down to three to seven values. Resist the urge to choose values like “honesty,” “hardworking” and “integrity.” Those are the minimum acceptable standards of performance in business. Also, don’t choose values you wish you had but realistically will never exhibit.  ## Testing Your Core Values Then, test your core values on your leadership team with a +, - and +/- system. List your leaders and rate each one on how well they exhibit each of your core values so that:  + means they exhibit a particular value most of the time  – means they rarely exhibit it  +/- means they sometimes do  Your [leadership team determines the bar](https://blog.axcethr.com/six-leadership-skills-no-good-manager-can-be-without), or the minimum acceptable standard of performance someone who fits the organization should exhibit. For example, if you have five core values, leadership team members should be demonstrating three of those five values consistently (+’s) and the rest at least part of the time (+/-’s).  Continue to test and refine your core values until they accurately and realistically reflect the kinds of people you want working for your company.  [![how to create a positive culture that drives performance](https://no-cache.hubspot.com/cta/default/2652187/8d740d53-951b-484c-aa60-24559eeccd13.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/8d740d53-951b-484c-aa60-24559eeccd13) ## Refining, Sharing and Evaluating Employees Against Your Business Core Values After you have completed this exercise, let the core values sit for 30 days; then revisit them with your team. You may find they need to be refined for greater clarity. Once you and your leadership team agree on the core values, you can and should share them with the rest of the company, helping reinforce a [strong workplace culture](https://blog.axcethr.com/workplace-culture) and ensuring employees understand the bar by which their behaviors and performance are being measured. After the core values have been communicated internally, you can evaluate each employee against those values using the rubric above. Those who fall below the standard may not be a fit for [your organization’s culture](https://blog.axcethr.com/how-to-create-a-positive-culture-that-drives-performance). For those individuals, Axcet HR Solutions can help you determine whether you can[take action to improve these workers’ performance](https://blog.axcethr.com/how-to-help-an-underperforming-employee) or whether you may need to help them move into another role or encourage them to shift their careers in a different direction.  *Note: Thanks to Kyle Danner, EOS Worldwide, who served as a source for this post. * *[![Employee Relations](https://no-cache.hubspot.com/cta/default/2652187/0eeaef73-dcb0-4697-a04f-6d3b530fe898.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/0eeaef73-dcb0-4697-a04f-6d3b530fe898)* [![Mariah Collins, SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Mariah_DSC6768-Edit.jpg?width=80&height=80&name=Mariah_DSC6768-Edit.jpg)](https://blog.axcethr.com/author/mariah-collins) Written by #### [Mariah Collins, SHRM-SCP](https://blog.axcethr.com/author/mariah-collins) Mariah Collins, SHRM-SCP, is a Human Resources Consultant at Axcet HR Solutions, specializing in people management, process improvement, and project management. With a strong background in payroll, benefits, and employee relations, she brings over four years of experience in providing HR solutions to small businesses. Mariah holds a Bachelor of Business Administration in Human Resources from Emporia State University and is known for her expertise in helping businesses streamline HR processes while ensuring compliance. Her contributions to the Axcet blog reflect her deep understanding of HR challenges and her commitment to supporting small business owners. Read more [View all posts →](https://blog.axcethr.com/author/mariah-collins) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) #### [Employee Relations: 8 Tips for Conducting an HR Investigation ![HR investigation](https://blog.axcethr.com/hubfs/hr-investigation-_1200-%C3%97-628-px_%20(1).webp)](https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation) #### [![baby boomers retiring](https://blog.axcethr.com/hubfs/baby-boomers-_1200-%C3%97-628-px_%20(1).webp) Prepare for the Retirement Boom to Avoid Business Bust](https://blog.axcethr.com/baby-boomers-retiring-surviving-the-shrinking-workforce) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Mariah Collins, SHRM-SCP", "url" : "https://blog.axcethr.com/author/mariah-collins" }, "dateModified" : "2026-08-26T20:47:53.113Z", "datePublished" : "2023-04-04T19:50:20.000Z", "headline" : "How to Use Business Core Values to Determine Culture Fit", "image" : [ "https://blog.axcethr.com/hubfs/business-core-values-and-culture-fit-_1200-%C3%97-628-px_%20(1).webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/how-to-use-business-core-values-to-determine-culture-fit", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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They’re also your false", "articleBody" : "People: They’re your biggest asset. They’re also your biggest business expense and often the biggest headache. But let’s be honest. Much of the pain comes from unclear expectations. Do they know and align with your business core values? And are they the right culture fit? Before you answer that, ask yourself, do you know what makes for a great culture fit? A simple process that identifies your business’ core values can help you quickly determine if someone is right for your organization. RELATED: Pre-Employment Personality Tests - Are They an Effective Tool? >> How to Identify Business Core Values If you haven’t yet, define your core values, those three to seven guiding principles you use to hire, fire, retain, recognize and reward your people. Your core values state how you and your people show up every day at your company. If you haven’t previously defined your core business values, it’s easy to do: Gather your leadership team First, gather your leadership team together and have each member independently list two or three employees (not owners or fellow leadership team members) that would let your company conquer the world if you had 100 of them. List the names on a whiteboard or flipchart. Identify the reasons, behaviors or qualities Then, ask your leaders to write down the reasons, behaviors or qualities that led them to choose those individuals. List the qualities on a whiteboard or flipchart. Somewhere on that list are your company’s core values. How to Whittle Down Your Business Core Values List Next, discuss, debate, filter and challenge your team to whittle your business core values list down to three to seven values. Resist the urge to choose values like “honesty,” “hardworking” and “integrity.” Those are the minimum acceptable standards of performance in business. Also, don’t choose values you wish you had but realistically will never exhibit. Testing Your Core Values Then, test your core values on your leadership team with a +, - and +/- system. List your leaders and rate each one on how well they exhibit each of your core values so that: + means they exhibit a particular value most of the time – means they rarely exhibit it +/- means they sometimes do Your leadership team determines the bar, or the minimum acceptable standard of performance someone who fits the organization should exhibit. For example, if you have five core values, leadership team members should be demonstrating three of those five values consistently (+’s) and the rest at least part of the time (+/-’s). Continue to test and refine your core values until they accurately and realistically reflect the kinds of people you want working for your company. Refining, Sharing and Evaluating Employees Against Your Business Core Values After you have completed this exercise, let the core values sit for 30 days; then revisit them with your team. You may find they need to be refined for greater clarity. Once you and your leadership team agree on the core values, you can and should share them with the rest of the company, helping reinforce a strong workplace culture and ensuring employees understand the bar by which their behaviors and performance are being measured. After the core values have been communicated internally, you can evaluate each employee against those values using the rubric above. Those who fall below the standard may not be a fit for your organization’s culture. For those individuals, Axcet HR Solutions can help you determine whether you can take action to improve these workers’ performance or whether you may need to help them move into another role or encourage them to shift their careers in a different direction. Note: Thanks to Kyle Danner, EOS Worldwide, who served as a source for this post.", "author" : { "@id" : "https://blog.axcethr.com/author/mariah-collins#author", "@type" : "Person", "name" : "Mariah Collins, SHRM-SCP", "url" : "https://blog.axcethr.com/author/mariah-collins" }, "dateCreated" : "2023-04-04", "dateModified" : "2026-08-26", "datePublished" : "2023-04-04", "description" : "People: They’re your biggest asset. They’re also your biggest business expense and often the biggest headache. But let’s be honest. Much of the pain comes from unclear expectations. Do they know and align with your business core values? And are they the right culture fit? Before you answer that, ask yourself, do you know what makes for a ...", "editor" : "Mariah Collins, SHRM-SCP", "genre" : "Human Resources and Employee Management", "headline" : "How to Use Business Core Values to Determine Culture Fit", "image" : "https://2652187.fs1.hubspotusercontent-na1.net/hubfs/2652187/business-core-values-and-culture-fit-_1200-%C3%97-628-px_%20%281%29.webp", "keywords" : "Human Resources, Recruiting & Hiring, business core values, culture fit, core business values", "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/how-to-use-business-core-values-to-determine-culture-fit", "@type" : "WebPage" }, "publisher" : { "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hs-fs/hubfs/axcethr_logo_white.png?width=225&name=axcethr_logo_white.png" }, "name" : "Axcet HR Solutions" }, "url" : "https://blog.axcethr.com/how-to-use-business-core-values-to-determine-culture-fit", "wordCount" : "3753" } ``` ```json { "@context" : "https://schema.org", "@type" : "BreadcrumbList", "itemListElement" : [ { "@type" : "ListItem", "item" : "https://www.axcethr.com/", "name" : "Home", "position" : 1 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/", "name" : "Insights", "position" : 2 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/tag/human-resources", "name" : "Human Resources", "position" : 3 }, { "@type" : "ListItem", "item" : "https://blog.axcethr.com/how-to-use-business-core-values-to-determine-culture-fit", "name" : "How to Use Business Core Values to Determine Culture Fit", "position" : 4 } ] } ```