Every organization aspires to retain skilled and motivated people. Yet, as we have seen time and again, a competitive salary or good benefits alone do not guarantee that capable teams will stay together over the years. There is something bigger at play: shared values. These are the deep principles, both spoken and unspoken, that shape how people belong and work together.
When values connect with daily practices, everyone feels it. There is more trust, greater motivation, and a sense that each member’s efforts mean something. We have found that paying attention to values does more than make workplaces “nice”—it powerfully shapes retention over the long term. But how do we measure this? Let’s look closer.
Why values matter for retention
Sometimes, people stay in their roles for convenience. But evidence and our experience show a different trend: when an organization’s core values align with team members’ personal values, people are likely to invest more of themselves and their time. They build real commitment.
These are some of the key values that can directly affect retention:
- Trust and openness
- Fairness and respect
- Accountability and ownership
- Growth orientation
- Shared purpose
Imagine a team where feedback is honest, leadership is transparent, and recognition is given for effort as well as achievement. These environments are naturally magnetic, drawing people to stay rather than search for external opportunities.
Signs that values are being lived (or not)
We know a story of a talented group that started strong. But over time, tensions grew. Why? A mismatch of expectations and values. Upper management prioritized results at any cost, while the team cared deeply about relationships and learning. That gap, left unaddressed, led to burnout and a slow but steady wave of resignations.
The lesson is simple—teams are more likely to stay together when the values on the wall match the behaviors in the hallway.
But how can we turn such “soft” culture into something we can track and learn from?
How to measure values-driven retention
Quantifying the impact of values on retention may sound challenging. However, we can break it into measurable signals and tools.
1. Use engagement surveys thoughtfully
Asking about values alignment isn’t just about ticking boxes. We recommend crafting questions that dig deeper, such as:
- “Do you feel the organization’s values are present in daily decisions?”
- “Have you witnessed our values in action during challenging times?”
- “How comfortable are you sharing your honest opinions here?”
Tracking responses over time reveals shifts in how people experience values—and changes often show up before retention numbers do.
2. Look at long-term retention patterns
It helps to analyze not just how many people leave, but who leaves, when, and why. Exit interviews, especially those connected to values-based questions (“Why did you decide to move on?” or “Did you feel your values matched the team’s?”), provide texture that pure data points alone can’t.
3. Observe informal behavior
There are signals in everyday life that show whether values are alive:
- Do teams support each other outside of formal roles?
- Is feedback given and taken openly?
- How do people handle mistakes—are they learning moments or blame sessions?
- Are success stories linked to the values you hold up?
Capturing these patterns, even informally, helps match the “numbers” with real experience.
4. Include values in performance and growth discussions
Integrating values into annual reviews or 1:1s can bring surprising clarity. We have seen clear benefits when leaders ask, “How have you expressed our values this quarter?” or “Where did you see our team’s principles tested?” Such questions keep values visible.
5. Set up practical metrics
To shape retention efforts around values, try monitoring:
- Voluntary turnover by team and by values alignment (from surveys/interviews)
- Duration of stay among people reporting high values alignment
- Internal transfers and promotions linked to demonstrated values
- Participation in team rituals, values workshops, or peer recognition programs
The more values are woven into these metrics, the clearer the connection to retention becomes.
Common challenges when measuring values’ impact
We won’t pretend measuring values-driven retention is easy. Challenges include:
- Some people may feel uneasy speaking up about values. Anonymous feedback and commitment to confidentiality are key.
- People’s stated values and observed actions may not always line up at first. Consistency takes time.
- Values sometimes shift as organizations grow. What united a small team may need review as the group expands.
While these hurdles exist, we have found that progress is possible with patience and honest review. Start small, adjust as you learn, and celebrate small wins.
Transforming values from words to real retention drivers
We have worked with teams where posters and speeches were the only visible reminders of values. These rarely had much effect on retention. But when people see leaders taking hard decisions that reflect stated principles—say, giving candid feedback, supporting a colleague in distress, or investing in learning even during tight quarters—that is when values come alive.
Values spoken are heard. Values lived are remembered.
When teams witness values in action, retention follows almost as side effect. People stay when they feel seen, supported, and included by something bigger than rules or rewards. This impact is both subtle and powerful.
Conclusion: Values as the anchor for lasting retention
Long-term retention is not a mystery. It is the natural result of practicing, noticing, and measuring values every day—then using what we learn to grow. When teams sense alignment between their own beliefs and organizational practice, they invest more deeply and stay longer.
Measuring the impact of values on retention means listening, tracking real behaviors, and making values a living part of every interaction. It requires ongoing commitment, both from leadership and every member. We have seen that where values and reality meet, teams stand the test of time.
Frequently asked questions
What are team values in retention?
Team values in retention are the shared beliefs and principles that guide how a team works together, treats one another, and makes decisions—and these values directly shape how long people choose to stay in the group. When everyone feels these values are respected and present, the team becomes more stable and engaged over time.
How do values affect team retention?
Values influence team retention by shaping the atmosphere and relationships within a group. When team members feel their values match those of the organization or their colleagues, they experience a sense of belonging and trust. This usually increases satisfaction and lowers the likelihood of looking for new roles elsewhere.
How to measure values’ impact on retention?
The impact of values on retention can be measured by tracking engagement survey results, analyzing exit interview data for values-related reasons, observing real team interactions, and comparing retention rates among groups who report high versus low alignment with organizational values. Combining both numbers and personal stories offers the best insight.
Is it worth assessing team values?
Yes, assessing team values is valuable because it sheds light on why people stay or leave, helps guide leadership actions, and enables better hiring, onboarding, and talent development decisions. It also strengthens the emotional and ethical foundation of the group, which supports longer-term commitment.
What are the best metrics for retention?
Some helpful metrics include voluntary turnover rate, average tenure, frequency of internal promotions, participation in culture or values-related programs, and survey results showing perceived values alignment. The best results come from reviewing these numbers alongside real feedback and stories from team members.
