The purpose of the process was to create clarity around Inforevision’s upcoming values and to foster a positive focus on their culture during a period in which they were hiring many new employees. They wanted new staff to quickly see and understand the values. It was important to involve all employees and management in the process so that everyone would take ownership of the new values. We approached the task as follows:

Phase 1: Design and Expectation Alignment with Selected Employees and Management – Designing the process – Joint agreement on method, process, and approach

Phase 2: Preparation: Cultural Understanding and Survey – Gaining cultural insight through interviews with selected employees – Establishing a shared foundation with management for the “Values Day” and the contents of the survey – Processing data from the survey

Phase 3: Values Day for All Employees – Focus on what values can contribute to the organization – Presentation of data from the survey – Live performance illustrating INFOREVISION’s values and culture – Filming of a video themed “INFOREVISION’s Culture” – Joint workshop with input from all employees on the new values

Phase 4: Alignment and Approval from Management – Company-wide vote: Selection of 4–5 core values based on the outcomes from Values Day – Review of the voting results with management, followed by discussion and operationalization of the new values – Presentation of the selected values to all employees – Internal and external branding of the new values