How we developed our values as a company - and why it’s important you do it too
When we founded MahiMarkets, we knew exactly what we wanted in a business and in our team. However, it wasn’t until we defined and instilled our core values that we truly felt we’d achieved what we set out to create. Doing so was deeply transformative to our business and work ethic, here’s how we did it.
Business values are a set of guidelines that help give structure to a workforce. They ensure behaviours and decisions are made in accordance with the brand’s desired appearance, and unite employees as a team to work towards common goals collectively. Experiences, background, culture and work ethic all play a part in determining what you consider important as a value, so considering which values encompass these is crucial. It’s also important to consider the clients you want to attract, as values can play an important role in whether a prospective customer or client choose to work with you.
At Mahi, our core values centre around four key pillars:
Simply smart: we’re a clever bunch, but we’re not complicated about it. Straightforward, proactive thinkers.
We are pioneers, not followers: we don’t stick with the crowd, we find out what our clients need and we give it to them.
Good buggars*: That’s it. We’re just good people trying to make a difference.
Opportunity based on merit: We are passionate, determined, honest and fun. We work to create the opportunities we get.
*NB: This phrase is a popular Kiwi-ism, and simply means “good people” - not the other definition you might be more familiar with!
Once we had decided on these values, we wanted to ensure they were used, rather than becoming meaningless words in the back of a folder. We made sure they were accessible to our employees, future and current clients, and even potential new hires. They’re on our website, we use them in conversation in day-to-day office life, and we introduced a kudos system to recognise employees who embrace and demonstrate our values. When we conduct interviews for new positions, we began assessing based on our values and not just skill (skills can be taught, values and character can’t). When we’re approaching a new hurdle or an issue we haven’t previously encountered, we refer to our values. As leaders, we always demonstrate our values to the rest of the team too. Finally, we review our values frequently, and as a group. At offsites, we make time to discuss them, and make andy alterations we might feel are necessary.
From the day we introduced our values and continued putting in the work to keep them top of mind, we noticed significant changes within our team. They gave us a reference point, goals and connected us to help maximise the work we all contributed. Give it a try, and see how core values can help your business too.
