Facebook’s 5 Core Values – 10 steps to develop our own Core Values

Facebook’s 5 Core Values – 10 steps to develop our own Core Values

Zappos Core ValuesDeliveringHappiness.com (blog of Tony Hsieh) made a short article about “Core Values” and gave an example of Mark Zuckerberg.

 

They wrote Zuckerberg encompasses 5 core values für employee and company success at Facebook:

1. Focus on impact: “If we want to have the biggest impact, the best way to do this is to make sure we always focus on solving the most important problems.”

 

2. Move fast: “We have a saying: ‘Move fast and break things.’ The idea is that if you never break anything, you’re probably not moving fast enough.”

 

3. Be bold: “We encourage everyone to make bold decisions, even if that means being wrong some of the time.”

 

4. Be open: “We believe that a more open world is a better world because people with more information can make better decisions and have a greater impact.”

 

5. Build social value: “We expect everyone at Facebook to focus every day on how to build real value for the world in everything they do.”

 

 

So they got 5 core values and live them day by day. DeliveringHappiness set 10 core values. It´s actually pretty interesting to see their daily philosophies.

Zappos Core Values

1. Be true to your (weird) self. Live with passion and purpose.

 

2. Think, say and do in harmony and in consideration of others.

 

3. Communicate with honesty and respect.

 

4. Have fun & think full. 50% air + 50% water = 100% full.

 

5. Inspire& be inspired.

 

6. Be humble, be grateful.

 

7. Build community and meaningful relationships.

 

8.Keep your heart + mind open and aligned. Keep growing and learning.

 

9. Be like Macgyver & Bruce Lee. Do more with less, be creative and adventurous, and fluid like water.

 

10. Create change in the world more than you ever thought possible.

 

 

How can we use these facts? In the first place it´s always great to get inspired by good working examples and learn from best practices. DeliveringHappiness wrote about a 10-step guide to develop our own company´s core values – to get serious.

 

Step #1

DECIDE IF YOU’RE COMMITTED to running a values-based company.

  • This requires more patience with revenues and profits in order to lay the foundation.
  • Make the decision sooner rather than later.

Step #2

FIGURE OUT YOUR PERSONAL VALUES.

  • It’s surprisingly harder than you think.
  • Be honest with yourself.

Step #3

GET KEY PEOPLE’S PERSONAL VALUES.

  • Partners, managers, and/or influencers.

Zappos Email sent out in 2005 Companies have core values, and we’re working on defining them explicitly for Zappos so everyone is on the same page… But the purpose of this email is to ask what everyone’s personal values are… please email me 4 or 5 values that you live by (or want to live by) that define who you are or who you want to be… (do not cc everyone)… each value should be one word or at most a short phrase (but ideally one word)… please email me the values that are significant and meaningful to you personally, not necessarily having anything to do with the company’s values…

Step #4

COMBINE PEOPLE’S VALUES.

  • Don’t do this by committee – just 1 or 2 people.

Step #5

ASK MANAGERS TO TEST VALUES AGAINST EMPLOYEES & EX-EMPLOYEES.

Zappos Email sent in 2006 We’ve been working on a “Zappos Core Values” document, and the first draft of it is below. Please take the time to read it over and email me (do not cc everyone) any suggestions, additions, subtractions, or other feedback. In particular, think about any employees that you think represent the Zappos culture well, and whether what you like about those employees is covered by the 10 core values proposed below. Conversely, think about any employees that you think do not represent Zappos well, and whether the reason behind it is due to them not representing one or more of the core values below. This is a very important document, as we will give the final version to all employees. It will be more or less permanent for all the future years of Zappos, so your input is very important. Please make sure you set aside the time to read and think about it.

Step #6

TEST YOUR COMMITMENT.

  • Are you willing to hire/fire people based on whether they fit your core values, even if an employee adds a lot of value in the short-term?

Step #7

SEND TO ENTIRE COMPANY, AND ASK FOR FEEDBACK.

Step #8

COMBINE PEOPLE’S VALUES (again)

  • Don’t do this by committee – just 1 or 2 people.
  • You can’t make everyone happy.

Step #9

ROLL OUT CORE VALUES TO ENTIRE COMPANY.

Step #10

INTEGRATE CORE VALUES INTO EVERYTHING YOU DO.

  • Especially hiring, firing, and performance reviews.

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