Truly Operationalizing Your Values

Once you have a well-articulated set of core values, the work doesn’t end there. Getting those values meaningfully embedded into your day-to-day work and decision making is key. If this is not done successfully, you are likely to face friction and apathy when attempting to uphold your values.

These best practices are built upon the foundations provided in Introduction to Values in Gaming and represent the author’s direct experiences helping companies establish their values.

The following practices will help ensure your core values will be both impactful and widely adopted by your team.

Work within the realities of your company

Values are most powerful when they connect to your team’s daily work. They should clearly guide individual roles, team decisions, and how the studio operates as a whole.

Be honest with yourselves — Values aren’t posters on the wall — they should guide daily work, team decisions, and how the studio operates. Be honest about your company’s true identity. Are your values lived out, or do old habits clash with them? Clarity empowers your team to see if they truly align with the studio’s direction.
Transparency is key — Don’t disguise gaps, instead acknowledge them openly. Ignoring shortcomings will breed distrust and cynicism among your team. Instead, be transparent about where your studio falls short and focus on how you can improve.
Aim for achievable goals — Set ambitious but realistic targets that show your team you understand their work. Together with honesty and transparency, this will help you craft a roadmap that truly motivates your team, not demoralizes them.

Drive accountability through empowerment

Leaders must set their teams up for success. This means aligning goals with the resources and support people have available. Holding people accountable to unrealistic targets is demoralizing and unfair.

Make them your DNA — Values need to be deeply integrated into your studio culture and reflected in everyday behaviors and practices, including performance reviews, hiring practices, and decisions at every level. Unlived values erode trust. These should be values your company is committed to upholding, even through challenges.
Recognize different roles — Not everyone will be a champion of change. Some need clear guidance, some will be natural advocates, while some will be particularly good at rallying others. Identify key players of each type and tailor your roll-out plan accordingly. This builds buy-in from all levels.
Align motivations — Ensure accountability measures mirror your values. If promotions and assessments are based solely on metrics, not value-driven behaviors, people will get mixed messages. This makes new values seem like a fad, not a priority.

Communicate clearly

Prioritize clarity over catchy slogans — crafting core values isn’t just about finding what sounds good. Vague terms like “integrity” or “default to trust” are well-intentioned but easily misinterpreted. Instead, define your values with specific behaviors and provide examples relevant to your team’s daily work. This ensures everyone understands what those values mean in practice.

Embrace the iterative process — Developing clear, meaningful values takes time and reflection. Allow for multiple drafts and revisions.
Provide actionable examples — Use scenarios your team might encounter to illustrate how values should guide decision-making.
Test them out — Discuss how these values translate into behaviors, ensuring consistent understanding across the team.

big idea Articulating Your Values Effectively

When articulated well, your values should inspire a sense of purpose, cultivate a unified culture, and steer your team toward its goals.

Do the work

Operationalizing your values takes time and sustained effort. Leaders must drive change by providing accountability, resources, and ongoing support tailored to their team’s specific needs.

Invest in progress — Honestly assess the gap between your stated values and current reality. Actively lead the team toward bridging that gap with dedicated resources and a plan tailored to their challenges.
Practice continuous reinforcement — Embody and demonstrate your values in every decision, from high-level strategy to how you handle difficult conversations. This builds trust and shows your values aren’t just empty words.
Lead by example — Spend the time to integrate values into development practices, performance reviews, company policies, hiring, and how you celebrate success. Hold leaders accountable to the examples they set.
Balance accountability with compassion — Change is hard. Acknowledge the challenges your team faces and offer resources to help them succeed. This could include mentorship programs, training on how to embody new values, or an open-door policy for discussing concerns.
Understand emotional labor — Those from marginalized groups often shoulder the unfair burden of educating others about inclusivity. While their voices are essential, don’t assume they always want to be the ones addressing insensitive behavior or explaining basic concepts.

Revisit thoughtfully

Lastly, core values should be principles that are both enduring and adaptable. Regularly review your core values to ensure their phrasing remains relevant and effective for your team.

Set expectations for refinement — Responsible values management includes regular audits to ensure they continue to serve your team effectively. Strong values are adaptable; embrace a regular practice (such as annual reviews) to assess how they align with the state of the org.
Examine misalignment — In particular, if patterns of misinterpretation emerge, consider revising the value statements for greater clarity. This reflects a proactive approach to addressing potential issues.
Give your values time to breathe — Allow your team to experience them in action before making significant changes (and set this expectation). Rushing revisions can create confusion and undermine trust in the values themselves.

This journey might seem daunting, but remember that every step you take toward operationalizing your values makes your studio a better place to work. Focus on achievable goals, find allies both within your team and among other colleagues within the industry, and the process will feel less overwhelming and more rewarding.