Want to actually see company values drive behavior, not just decorate your breakroom? This guide is for leaders and HR folks who are ready to stop talking about values and start making them matter—using Motivosity. If your people roll their eyes at another "core values" slide, or if you’re tired of recognition that feels random, keep reading.
This is a hands-on, step-by-step guide to setting up company values and tying them to recognition inside Motivosity. You’ll get real advice, not just cheerleading. Let's make your values work for you.
Why Bother Linking Values to Recognition?
Let’s be honest: most company values end up as vague posters that nobody looks at. The only way they stick is if you call out those moments when people actually live them. Recognition is the nudge.
Motivosity lets you do this by connecting your recognition program to your stated values. So when someone does something great, you can tie it directly to, say, "Own the Outcome" or "Be Curious." Over time, people get the message: these aren’t just words.
Who should care:
- HR folks setting up or refreshing a recognition system
- Leaders who want less fluff, more action
- Anyone who’s tired of recognition that doesn’t mean anything
Step 1: Get Your Values Straight (And Make Them Useful)
Before you start fiddling with Motivosity, check your company values. If they’re just buzzwords, nobody will care. Short, memorable, and actually meaningful is best.
Quick gut check: - Can employees remember them without looking? - Do they clearly describe behavior (not just traits)? - Would you actually recognize someone for living them?
Pro tip:
If your values are things like “Integrity” or “Excellence,” get specific. What does that look like at your company? Try “Own the Outcome” or “Help Others Win” instead.
What to ignore:
Don’t set up every value you brainstorm. Three to five is plenty. If you have more, nobody will remember them.
Step 2: Add Your Values to Motivosity
Now, let’s get them into the system. In Motivosity, values are called “Company Values” or sometimes “Recognition Tags,” depending on your plan.
Here’s how:
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Log in with Admin Rights
Only admins can add or edit company values. If you’re not an admin, ask whoever is. -
Navigate to Values Settings
- Click your profile picture (top right)
- Choose “Administration” or “Manage” (the wording may vary)
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Look for “Company Settings,” then “Values” or “Recognition Tags”
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Add Each Value
- Click “Add Value” or “New Tag”
- Enter the value name (keep it short)
- Optional: Add a description or quick example (“Goes out of their way to help a teammate”)
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Save
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Check Visibility
- Make sure the values are set to appear when someone gives recognition
- Some plans let you reorder or group values—keep them in a sensible order
What works:
Short, punchy values with clear examples. People are more likely to use them.
What doesn’t:
Long explanations or inside jokes. Nobody has time for that.
Step 3: Train Your Managers and Employees
Don’t just drop this in and hope people “get it.” A quick walkthrough goes a long way.
How to do it: - Send a one-pager: “Here’s what our values look like in real life” - Demo: Show how to give recognition and select a value in Motivosity (screenshots help) - Remind managers to call out values in 1:1s or team meetings—not just in the app
What to ignore:
Don’t overdo the training. People learn by doing. A short video or walk-through is enough.
Honest tip:
Your managers will set the tone. If they use the values, others will too. If they ignore them, so will everyone else.
Step 4: Tie Recognition to Values—Every Time
This is where it clicks. When someone gives recognition in Motivosity, they should always tag a value. Make it a habit, not an afterthought.
How it works in Motivosity: - The “Give Recognition” screen will show your values as options (checkboxes or tags) - Giver selects one or more that fit - The recipient (and everyone else) sees which value was recognized
Tips for making this stick: - Require at least one value per recognition (if possible in your settings) - Encourage specificity: “Thanks for picking up the client call—that’s real ‘Customer First’ energy.” - Highlight a “Value of the Month” to keep things fresh
What to ignore:
Don’t force people to tag every value in every post. That turns it into a box-checking exercise.
Step 5: Track It—But Don’t Get Obsessed
Once you’ve been running for a month or two, check the data. Motivosity lets you see which values are getting recognized most (and least).
What to look for: - Are some values totally ignored? Maybe they’re not relevant, or not worded well. - Are certain teams or managers not using values at all? Time for a nudge. - Any values getting overused? (“Teamwork” for every little thing gets old.)
Pro tip:
Share a monthly “Values in Action” summary in your all-hands or newsletter. Highlight real stories, not just numbers.
What to ignore:
Don’t stress if some values get used more than others. That’s normal. Focus on real behavior, not perfect stats.
Step 6: Tweak as You Go
You’ll learn what works and what doesn’t. That’s normal. Don’t be afraid to change up your values, edit descriptions, or drop what’s not landing.
How to keep it alive: - Once a year, review your values and how they’re used in Motivosity - Ask employees what’s working (“Which value do you actually care about?”) - Update, add, or remove values as your company evolves
Honest take:
If nobody’s used a value in six months, it’s probably not a real value. Don’t be afraid to prune.
Common Pitfalls (and How to Dodge Them)
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Too Many Values:
More than five? People tune out. Less is more. -
Vague or Generic Values:
“Integrity” and “Innovation” mean nothing unless you define them. Be specific. -
Recognition Without Meaning:
If people just click the first value to get it over with, you’ve lost the plot. Remind everyone to be thoughtful—or mix up your values. -
No Follow-Up:
If leaders never mention values outside Motivosity, they fade fast. Bring them up in meetings, hiring, promotions—everywhere. -
Over-Engineering:
Don’t spend weeks wordsmithing or building complex processes. Set up, try it, and adjust.
Keep It Simple—And Actually Use It
Setting up company values in Motivosity isn’t rocket science. Get your values straight, add them to the system, train your people, and tie every bit of recognition to those values. Don’t stress about perfection. Start small, watch what works, and tweak as you go.
Most companies overthink this stuff. Yours doesn’t have to. Real values plus real recognition beats another poster on the wall—every time.