How to Align Company Values with Tech Employee Goals

After joining three Town Halls this week, talking to the incredible teams of Gina Mastantuono, Russ Elmer, and Jon Sigler, I’m reminded that top tech talent has more options than ever. To compete, companies need to rethink retention - because a salary alone won’t cut it. The most compelling organizations understand that a few things are key: First, purpose drives performance. Engineers and developers don’t just want to write code - they want to solve meaningful problems in a culture that invites fresh thinking. Whether it’s streamlining emergency response systems or simplifying global HR operations, connecting their work to real-world impact is what keeps people engaged for the long haul. Second, continuous growth is non-negotiable. The best technologists are lifelong learners who crave new challenges (sound familiar?). Upskilling in AI, rotating into stretch roles, or leading cross-functional projects - these opportunities create momentum. Stagnation, on the other hand, is the fastest way to lose your brightest minds. But perhaps most critical? Fostering a culture where innovation thrives. Flexibility matters, but so does psychological safety. The most dynamic teams operate in environments where experimentation is encouraged, failing fast is treated as learning, and ownership is rewarded. When people feel trusted to push boundaries, they’re far more likely to invest their talent - and their future - in your organization. Here’s the truth: Retention isn’t about ping-pong tables or signing bonuses. It’s about building an ecosystem where top performers choose to stay - and grow. At ServiceNow, I’m proud to say we see this play out every day. What’s YOUR secret to keeping great talent? Share your thoughts below. #TechTalent #Leadership #EmployeeExperience

Stop trying to attract tech talent with ping pong tables. After hundreds of interviews with top tech professionals, I can tell you what actually matters: 👉 Meaningful impact on real problems 👉 Clear growth trajectories 👉 Autonomy with accountability Tech talent wants to know: "Can I make an impact here?" "Will my work matter?" "Can I grow without leaving?" The perks that grab headlines are rarely what retain exceptional people. Companies spend thousands upgrading break rooms when they should be upgrading their communication about company impact. Try this instead: 1. Document and share specific examples of how technical work affected business outcomes 2. Create transparent growth frameworks that don't require moving into management 3. Give ownership, not just tasks - let people solve problems, not just implement solutions Your most powerful recruiting tool isn't your benefits package - it's your existing talent telling authentic stories about their impact. What's the most meaningful aspect of your company culture that attracts top talent? The answer might surprise you. #TechRecruitment #TalentRetention #MeaningfulWork #TechCulture #CareerGrowth

Only 23% of U.S. employees believe they can apply their organization's values to their work. Even worse? Only 15% believe their leaders uphold company values. Here's what their leaders are missing (and how to fix it): The problem isn't the values themselves. It's the dangerous misalignment between: • What leaders say • What leaders do • What gets rewarded • What happens day-to-day This creates what I call a "culture crisis" - where your words and actions tell two different stories. Trust goes out the window. Engagement plummets. Innovation dies. Results suffer. And the data proves it: • Companies with strong cultures see 4x higher revenue growth over 10 years • They achieve 3.8x higher employee engagement • They're 1.5x more likely to retain top talent But here's what most leaders miss: You can't just send a mass email or put posters up announcing your company values... You must shape it with thousands of tiny decisions made every single day. I see it all too often: • You tell your team that "innovation" is a value - but punish failure • You preach "collaboration" but your processes force competition Your employees WILL pick up on these inconsistencies and it will push them towards greener pastures. Here's what actually works: 1. Systems Alignment (Create Clarity) Your processes must reflect your values. Create clear decision-making frameworks that empower teams to act on values daily. 2. Walk the Talk (Build Alignment) When faced with tough decisions, openly explain how your values guided your choice. 3. Psychological Safety (Generate Movement) Build trust by celebrating when people speak up, admitting your own mistakes, and showing vulnerability first. 4. Consistent Action (Sustain Results) Make values part of your daily conversations. Recognize and reward behaviors that exemplify your values - not just results. The leaders who keep their values alive and well all share one thing: They understand that culture isn't what you say - it's what you consistently DO when no one's watching. And this isn't just theory... These are the exact principles I've used to help transform cultures at some of the world's largest companies. Not sure where to start? Save the infographic below to identify the top 5 culture killers and how to fix them. Want more on becoming the leader everyone wants to work for? Join the 12,500+ leaders who get our weekly email newsletter: https://lnkd.in/en9vxeNk