Organisational Values Still Matter – More Than Ever

JQA's four corporate values
JQA's four corporate values

Written By Catriona Hearth

MSc Occ Psych, MBPS

JQA Lead Associate Psychologist

Much has been said about the shifting world of work. Change and disruption is everywhere – geopolitical instability, AI breakthroughs, rising employee expectations. But amidst the noise, one truth remains: Your values could be your biggest competitive edge.

Recent industry articles emphasise that those businesses that can adapt quickly to constantly changing circumstances can attract better quality talent than their competitors, as well as improve productivity and drive innovation as a result. The key? Organisational values that mean something and can be used as guiding principles in decision making – they are the constant.

 

Back in the ’90s, the link between individual and organisational values was already a hot topic. My  MSc dissertation on ‘Measuring person-organisation fit through the identification of values, and their application in the recruitment process’ was considered groundbreaking within the NHS at the time. Fast forward to 2025, and companies are still investing heavily in defining their values – but in today’s VUCA/BANI/TUNA world, can values keep up?

“Values are like fingerprints. Nobody’s are the same, but you leave 'em all over everything you do” -Elvis Presley

Absolutely – if done right.

To borrow a quote often attributed to Elvis Presley, “Values are like fingerprints. Nobody’s are the same, but you leave ’em all over everything you do”. And that is exactly the point. Values are not just corporate wallpaper. When they are clearly defined, deeply embedded, and authentically lived, they become the foundation of culture, decision – making, and performance. In fact, a 2024 Forbes article highlighted that during times of change, strong values become a critical lever for leaders to drive business results. It is clear that the careful integration of values with the strategy, mission, and goals of an organisation have a direct and measurable impact on scalability and profit.

But here is the challenge: it is no longer enough to plaster bland values statements on your website. Today’s employees – especially Gen Z – are seeking alignment. They want to work for organisations whose values mirror their own, where culture is more than talk, and purpose is part of the everyday. The challenge for organisations, then, is how to move beyond superficial messaging about purpose and values to attract and retain talent. Leaders must not only articulate but embed organisational values deeply into their operations, so much so that these values become a core part of the employee experience. Organisations and their leaders need to ensure a more transparent approach to employer branding that showcases how these things are brought to life, and that they are reflected in the reality of working in the organisation, not just buzzword values on the website.

Our four values are at the heart of everything we do and every desicion we make

This means leaders must go beyond storytelling and start story-living. Real values are easily evident in how people are hired, how decisions are made, how leaders behave, and how organisations respond when the pressure is on. That is when values truly become a differentiator – not just for engagement, but also for performance and profit.

In 2025 and beyond, the most successful organisations will be those where values are visible, lived, and aligned at all levels of the organisation. When core values are truly ingrained in your way of doing business, every decision will be made with those values in mind.

At JQA, we like to practice what we preach. We are driven by purpose, underpinned by clearly articulated values that resonate and inform our strategic and day to day decisions. We empower organisations and individuals through expert insights to identify and nurture leadership talent fostering sustainable success and lasting impact. Together with individuals, businesses and local communities, we drive positive change and create meaningful long-term success in an increasingly complex world. We value:

Partnership – collaborating with mutual respect and inclusivity. By working together, we build strong, sustained relationships that improve lives, create value and deliver lasting shared benefits.

Excellence – we are committed to rigorous, research- backed methods and draw on deep expertise to deliver meaningful impact. Our focus on quality ensures our solutions are thoughtful, effective and held to the highest standard.

Empowerment – through strategic insight, we unlock human potential; empowering individuals and businesses with the confidence, capabilities and clarity they need to thrive in a constantly evolving world.

Integrity – trust is at the heart of everything we do, guided by authenticity, transparency and ethical practice. We create safe spaces for honest dialogue and transformative change, grounded in respect for human dignity and confidentiality.

Look out for upcoming articles on how we bring these values to life, and how they differentiate our practice.

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Reduce the Risk of Poor Hiring or Promotion Decisions

Anyone who has attended a school or college reunion can attest to the enduring nature of core personality traits. While individuals may develop greater self-awareness or refine their behaviors. Significant changes in personality require deliberate and sustained effort.

“The cost of making poor hiring decisions or investing in the wrong development initiatives is too high for any organisation to ignore. “

This stability underscores a critical principle in the corporate world: in-depth psychological assessment is essential before making hiring decisions or investing in development initiatives.

Recruiting and promoting top talent is the cornerstone of achieving excellence in any industry. Conversely, missteps in these areas can result in career derailment, organisational inefficiencies, and reputational harm—consequences that are often expensive and time-consuming to rectify. At JQA, we specialise in mitigating these risks by leveraging our expertise in Executive Assessment and Development.

The Importance of Psychological Assessment

Our assessments go beyond surface-level evaluations to deeply analyse candidates’ mental agility, competencies, motivations, and potential derailers. By identifying these factors early, we help organisations:

  • Understand the Core Traits of Candidates: Knowing a candidate’s core traits allows organisations to predict how they will perform under pressure and adapt to challenges.
  • Avoid Costly Mistakes: Recruitment errors can have far-reaching impacts, including diminished team morale, missed opportunities, and increased turnover costs. Our tools and methodologies are designed to minimise these risks.

How JQA Delivers Value

Organisations often turn to JQA after experiencing the fallout from poor hiring or promotion decisions. Here’s how our services help mitigate these risks:

  • Defining Success Criteria We work with you to identify the key criteria against which candidates should be assessed. These criteria are tailored to align with your organisational goals and the specific demands of each role.
  • Designing Robust Assessment Processes Our team develops and implements comprehensive assessment tools protocols that evaluate candidates’ mental agility and behavioural attributes.
  • Benchmarking Performance We benchmark candidates’ performance against industry-relevant criteria.

Providing Actionable Feedback For both candidates and organisations, our feedback fosters growth and clarity. Individuals gain valuable insights into their strengths and areas for improvement, while organisations receive actionable data to inform their decisions.

Enhancing ROI on Development Initiatives

The return on investment (ROI) for development programs is directly linked to the quality of the initial assessment. By accurately identifying development needs, we help you:

  • Design targeted training and coaching programs
  • Enhance employee engagement and retention
  • Build a leadership pipeline that is prepared to tackle future challenges

Conclusion

The cost of making poor hiring decisions or investing in the wrong development initiatives is too high for any organisation to ignore. At JQA, we partner with you to ensure that every decision is informed by data-driven insights and industry-leading expertise. By identifying the right people for the right roles and fostering their growth through tailored development programs, we help you build a resilient and high-performing workforce.

Trust JQA to guide your organisation in reducing risks and unlocking the full potential of your team.

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JQA’s Commitment to Supporting Community Outreach Programs

Written by Megan McEnery

Business and Client Director

“We are proud to play a part in this important work and deeply grateful to our clients for enabling us to make a difference.”

At JQA, empowerment is one of our core values because effective leadership is about enabling others to reach their full potential.

This principle not only guides our work but also drives our commitment to supporting early education as a pathway to better opportunities for young people. Each year, we review our charitable giving, collaborating with outstanding organisations that deliver transformative community uplift programs.

Thanks to the continued support of our clients, we’ve been able to contribute both financially and actively to initiatives focused on creating equity and opportunity for society’s most vulnerable. Our focus has been particularly strong in developing contexts like South Africa, where grassroots initiatives often form the backbone of community transformation.

One of the inspiring initiatives we support is Iris Knysna and Hlahlani Preschool in Knysna, Western Cape. Attending their recent preschool graduation celebration was an unforgettable experience, showcasing the children’s incredible achievements and the tangible results of grassroots dedication. Moments like these underscore the importance of investing in early childhood education, especially in regions where access to quality education is limited.

As psychologists, we understand the profound impact of the first six years of life on a child’s cognitive development and future success. Organisations like Iris Knysna and the teachers at Hlahlani Preschool work tirelessly to bridge these gaps, and we are honoured to support their mission.

By backing such programs, we not only invest in the future of individual children but also contribute to the broader social and economic development of entire communities. Supporting grassroots efforts in developing contexts creates ripple effects of positive change, aligning with our belief that empowering local organisations is one of the most effective ways to foster lasting impact.

We are proud to play a part in this important work and deeply grateful to our clients for enabling us to make a difference. Together, we can continue to support initiatives that build brighter futures and unlock the potential of every child.