How We Build a Values-Driven Workplace
TL;DR
Building a values-driven workplace isn’t about slogans, but about how you actually operate. We create space for real rest, shared decision-making, open conversations, and policies that respect people’s time, health, and identities. From transparent pricing and hiring practices to flexible schedules and a strong culture of feedback, every small choice adds up. The result is a team that feels empowered, a culture that stays inclusive, and work that delivers with integrity.
Company culture is built (or broken) in the small, everyday decisions your organization makes. From who’s included in decision-making to whether boundaries like lunch breaks and log-off hours are respected, the day-to-day practices are what turn values into reality.
As a certified B Corp and a women and BIPOC-owned business, we talk a lot about values. But more importantly? We operationalize them. Below, we’re sharing the everyday choices that help us create a workplace rooted in equity, care, and purpose.
1. Set Boundaries and Mean It
A values-driven workplace where no one takes a real vacation? That’s not the vibe.
We don’t just encourage our team to unplug. We plan for it. We set realistic timelines, cross-train across roles, and respect out-of-office boundaries. Because building an employee-first culture means honoring rest, not rewarding burnout.
What this looks like:
No Slack pings after hours. We ask all team members to set their Slack status to “offline” after their workday ends and we encourage folks to schedule messages that might be created outside of those hours unless it’s truly urgent (and that’s rare).
Clear delegation before PTO. Time off should feel like time off. That’s why we’ve created a streamlined PTO coverage doc that every team member uses before stepping away. It outlines current project statuses, who’s covering what, and what to prioritize. We also delegate all open action items in our project management tool so teammates have clear ownership and nothing gets lost in the shuffle.
We protect each other’s capacity. We normalize conversations about workload and burnout before it becomes a problem. If a team member is at capacity, they’re empowered to say so and so are their teammates. We speak up if we see someone overloaded or taking on more than they can sustainably manage. It's not just allowed, it's expected. That's what solidarity looks like.
2. Make Values Part of the Decision-Making Process
Being a values-driven organization isn’t just about saying “no” to work that feels off. It’s about how decisions get made in the first place.
At Avenue, we make sure every team member has a voice in the decisions that shape our work and our culture. Whether it’s evaluating a potential client, shaping internal policies, or shifting priorities, we create space for feedback, questions, and critical conversations. A truly inclusive company culture is built on trust and transparency.
When higher-level decisions are on the table, we open the floor. We ask questions like:
Does this align with our values of equity and integrity?
Are we amplifying real impact, or just adding to the noise?
What perspectives might we be missing?
And we don’t just ask. We listen. We adapt. We hold ourselves accountable.
That kind of collaboration takes intention. But it’s also how we’ve built a team that’s invested in the work, not just doing the work.
3. Normalize Transparency (Even When It’s Uncomfortable)
We believe in inclusive company culture, and that starts with honest communication. We talk about money. We share what we’re learning. We name our mistakes. That vulnerability builds trust, and trust builds teams that stay.
Some of our favorite practices:
We share how we price and budget our work. Whether it’s internal conversations or client-facing scopes, we talk openly about where our time goes, how we allocate budgets, and why certain services cost what they do.
We don’t sugarcoat post-mortems. After a campaign wraps, we hold honest project retrospectives that go beyond surface-level wins. We look at what succeeded, where things fell short, and what we’d do differently next time. Everyone gets a voice, and every perspective ultimately helps us get better.
We’re upfront about capacity, expectations, and shifting realities. If timelines need adjusting, we say so. If someone’s at max bandwidth, we proactively talk about it. Our team is empowered to name challenges, ask for support, and advocate for sustainable workloads. It’s how we build a culture of mutual respect instead of silent stress.
Transparency isn't just good ethics. It’s good business.
4. Give Credit and Share the Mic
At Avenue, no one wins alone. When we get results, we make sure to name the people who made them happen, whether that’s in a team meeting, a message in our Slack channel, or a shoutout in a 1on1.
If your values include equity, inclusion, or justice, this one’s non-negotiable. A values-driven workplace is one where recognition flows generously and intentionally, not just to the loudest voice in the room.
Tip: Write in a “we” voice. Give team credit in client updates. Celebrate wins publicly and internally.
5. Write Policies for Real Humans
Many organizations talk about values, but their day-to-day policies don’t always reflect them. We focus on designing operational systems that are practical, people centered, and easy to navigate. Our policies prioritize clarity, flexibility, and respect because that’s what enables teams to thrive.
Some of our favorites:
Flexible scheduling that actually flexes. Our team sets working hours that align with their lives. This could look like logging on earlier, so you have time to log off early and pick up your children. We trust each other to manage time in ways that support productivity, well-being, and work-life balance.
Floating holidays for cultural and religious observance. Team members can choose which days to take off based on what’s meaningful to them. This ensures space for honoring diverse identities without needing to justify time away.
A “no questions asked” sick policy. If someone’s unwell, they take the time they need. We don’t require explanations or guilt trips because we believe trust leads to healthier, more sustainable teams.
It’s about dignity. Always.
6. Hire With Intention, Not Just “Culture Fit”
We’ve all heard “culture fit” used to gatekeep opportunities. Too often, it translates to hiring people who look, think, or act like whoever’s already in the room. Instead, we look for values alignment, not someone who is copy and paste.
We seek out team members who care deeply about impact, equity, curiosity, and clarity. These aren’t buzzwords for us. They’re the foundation of how we work and who we serve. That’s why our hiring process is transparent, bias-aware, and built to surface real substance. We use structured interviews, shared evaluation criteria, and open conversations that move beyond resumes or “gut feelings.”
We prioritize:
Inclusive job descriptions and salary transparency. We write job descriptions that are clear, jargon-free, and intentionally inclusive in tone and language. Every posting includes a salary range, so candidates know exactly what to expect.
Structured interviews that reduce bias. We use consistent interview questions and evaluation rubrics to ensure every candidate is assessed fairly and equitably. This removes the influence of subjective “fit” and keeps the focus on experience, values, and potential.
Talent is everywhere. Opportunities should be too.
The ROI of Doing the Right Thing
Choosing values over shortcuts hasn’t just made this a better place to work. It’s made the work itself stronger. Clients trust us because our actions match our principles. Our team stays because we invest in their growth. Our reputation grows because people notice the difference.
This is not about feel-good language. It is a deliberate strategy. When we prioritize equity, transparency, and care, we create a foundation that supports sustainable growth and meaningful impact.
