top of page

Values are at the core
of who we are

Values are not visible, and for most of us, they remain outside our conscious awareness. Nevertheless, they significantly influence our daily priorities, decisions, and activities. In successful organisations, alignment between the values of the organisation and those of its people is crucial. This alignment, often experienced as a sense of harmony and balance, is referred to as “value congruence”.

Like a water lily rooted beneath the surface, our unseen values anchor and shape our visible behaviors and decisions, guiding us to live authentically and align with our true selves for a meaningful life.

With our tool and method, you can support individuals, teams and organisations in gaining more clarity about their values. This, in turn, contributes to enhanced motivation, an improved working atmosphere, and increased overall operational efficiency.

Achieving value congruence requires working with both the individual and the organisation.

The distinction between normative and personal values 

We have chosen to distinguish between normative and personal values.

Normative values encompass the rules, agreements, and cultural norms we have within families and societies.
Personal values, on the other hand, provide insight into what is important to us, what drives us, and what we dream of. These personal values evolve and change throughout life.

Normative and Personal Values gumme.png

Value Congruence – when values align

Value Congruence: Aligning Personal and Organizational Values

When values align, we call it value congruence. On a personal level, it means that the values that matter most to you align with how you live your life. For organisations, it means a synergy between personal values and the organisation’s values.

Before value congruence can happen, it’s essential to understand both personal and organisational values.

Understanding the Impact of Value Misalignment

A significant gap between personal values and those of the organisation can lead to attitudes and priorities that negatively impact motivation and results. This misalignment can result in unhappiness, stress, increased staff turnover, and additional direct and indirect costs.

Measuring Value Congruence in Organizational Settings

However, value congruence can be measured, with data suggesting that organisations can increase value congruence.

Recruitment Insights: Assessing Value Congruence from the Start

For example, value congruence can be assessed during the recruitment process. How well do the organisation’s values and the applicant’s personal values match? Knowing this from the start is valuable for finding the right match for the team, whether you aim for cultural fit or cultural add.

Methods you can measure

Several studies have shown that people who have insight and knowledge of their personal values are more committed and motivated in both their private lives and at work.

When they can also find coherence between their personal values and the workplace, the effect is even greater, leading to a reduction in stress and work-related anxiety. Leaders who have insight into both their personal and organizational values are perceived as more credible and find decision-making easier.

In our analysis of commitment in relation to values, we base our approach on Posner & Schmidt’s research and measurement method. As depicted in the graph on the left, an individual’s commitment in the workplace (on a scale of 1 to 7) increases in proportion to their insight into personal values. Having insight only into organisational values without clarity about personal values has no effect.

Take our survey and determine your own level of engagement in your work.

Want to know more about the value of values?

Point of Value – An Introduction is a publication for those who are more curious about values and how our tool, Value.Online, works.

point of value - an introduction.png
bottom of page