This week in Culture Correlations, we're tackling a powerful quote that sheds light on how true values are revealed: “Don’t tell me what you value, show me your calendar and your checkbook, and I’ll tell you what you value.” Many organizations promote grand ideals and culture buzzwords, but actions always speak louder than words. Top-performing teams understand that a hollow culture can do more harm than having no defined culture at all, as it undermines trust and erodes engagement.

The Problem: Why Hollow Culture Statements Backfire

It’s easy to create a vanilla set of company values and broadcast them far and wide. However, employees quickly see through empty rhetoric when those values are not reflected in leadership’s day-to-day actions or spending priorities. Research from Deloitte shows that 70% of employees feel disillusioned when leadership’s behavior is not aligned with stated values. This disconnect not only causes distrust but also negatively impacts morale and overall team performance.

Buzzwords without real investment create cynicism. Instead of inspiring teams, these empty promises lead to disengagement. According to a study by Gallup, employees who feel a lack of authenticity from leadership are 60% less likely to be engaged at work.

Building Intentional Culture: Time and Money Matter

To build a high-performing team, organizations must invest their time and money in alignment with their values. If sales is a priority, they invest in tools, talent, and training. Similarly, top-performing teams intentionally invest in their culture, developing systems and practices that reflect what they genuinely value. When leadership directs resources toward team development, culture tools, and values-driven behaviors, it clearly signals what truly matters.

Here’s how leading organizations invest in building culture:

1. Dedicated Time for Team Development: High-performing teams make intentional time for activities that strengthen culture. Weekly sessions focused on team calibration, collaboration, or open forums for feedback show that culture isn’t just a tagline, but a priority. Harvard Business Review found that teams that prioritize developmental feedback improve performance by 27%.

2. Budgeting for Culture-Building Programs: Real investments include software like Instill that tracks and nurtures a healthy team culture while freeing up your time. Data shows that organizations with a strong focus on these initiatives see a direct return. A study by PwC found that companies with intentional culture investments are 2.5 times more likely to achieve high performance.

3. Tracking Culture’s ROI: By linking culture-building efforts to business outcomes, organizations prove that their investment isn’t just a feel-good strategy—it drives results. Research from MIT shows that companies with strong culture alignment outperform their competitors by 20% in terms of profitability, customer retention, and employee satisfaction.

Action Steps for Leaders This Week

If you want to build an authentic culture that drives high performance, here are a few actionable steps to take this week:

• Evaluate Your Calendar: Does your schedule reflect your values? Are you dedicating time to team-building, feedback sessions, or personal development for your employees? If not, it may be time to adjust.

• Audit Your Budget: Look at where your organization is spending money. Are there resources dedicated to enhancing team culture and well-being? If culture is truly a priority, it should be reflected in your financial decisions.

• Follow Through with Actions: Employees notice when leaders take concrete steps to reinforce values. This week, choose one value and identify a way to put it into action. For example, if innovation is a core value, host a brainstorming session to solve a real problem the team is facing.

By making intentional investments in culture, both in time and money, you can show your teams that you’re serious about building an environment where they can thrive. And as the data shows, this leads to measurable improvements in performance, innovation, and retention.

Cheers,
The Instill Team