Core Values List: 200+ Ways to Define Your Workplace Culture

Here at G2, we have a company culture of “Reach your PEAK".

PEAK, in this context, is an acronym that helps our team remember the company's core values: Performance, Entrepreneurship, Authenticity, and Kindness. These four core values inform everyone, from the newest hires to the CEO, of exactly the type of behavior that’s essential to the company’s success.

Read on to explore the core values list and find the inspiration you need to define your own.

We use our PEAK values in a day-to-day manner. They’re the very lifeblood of the organization. In fact, all of our company awards are built around these four values. Employees get nominated based on how they exemplify PEAK values in their role.

Core values should be used to create a value statement for your organization, typically done with corporate social responsibility software. Doing so is crucial to recruit the best talent and keep the talent you’ve already hired. A value statement is the documented beliefs and principles of your organization. It's an explanation of the fundamental things your organization holds important and is used to guide the organization and the people in it and likely encompasses other employer brand elements. 

Core values list

Below are 235 core values examples that you can use to create a value statement for your employer brand.

Core values: A through E

Core values: F through K

Core values: L through P

Core values: Q through S

Core values: T through Z

Frequently asked questions (FAQs) on core values

Q. Why are core values important?

Core values are the key beliefs and principles that shape a company’s culture and decisions. They offer direction, create a positive workplace, and help attract and retain like-minded employees. Core values can also strengthen a company's brand reputation and customer loyalty.

Q. How can you find your core values?

• Self-reflection: Consider your personal beliefs and what you find most important in life and work.
• Team input: Gather input from your team members to understand their shared values.
• Customer feedback: Analyze customer feedback and identify the values that resonate with them.
• Company history: Look at your company's history and identify the values that have shaped its culture.

Q. How to put core values into practice? 

To put your core values into action, share them clearly with all employees and integrate them into your mission, vision, hiring, and evaluations. Lead by example and recognize employees who reflect these values. This fosters a culture where values are actively lived, creating a positive, unified environment that drives success.

Q. How many core values should a company have?

There’s no exact number of core values a company should have, but it’s best to keep the list short and focused. Too many values can make them less impactful and harder to remember. Choose a few that truly represent your company’s unique identity.

Go forth and conquer

Did a few of those values stick out to you? Your own value statement should be a combination of those beliefs that really embody your organization. Consider what you want the stakeholders around you to think about in their professional lives.

Learn how you can incorporate your company's core values into your recruitment marketing efforts to attract top talent.

This article was originally published in 2023. It has been updated with new information.