Here’s a broad topic getting lots of traction these days: Culture values.

Companies of all sizes are spending time and energy creating culture statements, then revealing them with a big splash. But then what? How are they implemented? Is this something to help management feel better? Or are the values embraced all the way down from the top brass to the minimum wage worker?

It depends on the company, obviously. The more you want your employees engaged, the more you want your organization to be successful, the more culture values should come into play on a regular basis.

We randomly selected the following url, which is a list of culture statement examples from a variety of  employers, as compiled by [From their website: Built In is a national community united around a shared passion for tech, offering content and career opportunities, whether you want to work at home or in office.]

Take a look at these value statements and pull out some common denominators. Almost all of these companies place high value on core values like transparency, accountability and exceptional customer service. Corporate identities are placing higher value on intrinsic and important factors like quality of life and good character. Refreshing, isn’t it?

It took us 3 decades (okay, more like 4 decades) to create our own culture statements but we finally did.

Here’s a photo of them on the wall of our customer service area.

These statements are positioned in the most visible spot of our customer service area. (By the way, this is a great example of our reposition-able custom wallpaper, but that’s another topic…)

The point is, these six statements mean something to us. We really do try to communicate as clearly as possible, both internally and externally, on a daily basis. Creating a good work/life balance is crucially important to all of our team and we do our best to be supportive and positive in our interactions. Personal and professional development is expected of all team members. Our standards are as high as we can make them. We trust one another and work as a team to achieve our goals. And finally, we try to do all of the above with the right people in the right places and still have a good time while we’re at it. It’s easy to be good at ‘talking the talk.’

Ideally, we like to use actual scenarios in team meetings or morning huddles that identify when one of us has ‘walked the walk’ with one – or more – of these values. This sets the stage for others to follow suit. In so doing, every person on our team has the opportunity to be a leader and lead by example.

When our work environment is supportive and encourages personal growth, high standards seem more realistic and clear communication is enhanced; subsequently, there’s more teamwork & camaraderie which makes this place a lot more fun.

This is the Copycat culture.

We welcome everyone to share your culture values in the comments section below, on our Facebook page Copycat Wilmington or on our Instagram page @copycatilm.