Values vs. Skills: Why Cultural Fit Is More Than a Buzzword

Understanding the Role of Values in Sustainable Performance and Employee Retention

When hiring or developing talent, most organisations tend to focus on skills and experience. Can this person do the job? Do they have the qualifications? Are they technically competent? While these are valid questions, they only tell part of the story.

What we have consistently seen at Sharon Hinde Consulting is that long-term success and satisfaction at work are just as dependent on values alignment — the degree to which a person’s internal drivers match the environment they work in.

So, what exactly are work values?

Work values are the underlying motivators that give people a sense of meaning, energy, and purpose in their professional lives. These could include autonomy (the freedom to make decisions and manage time), structure and security (predictability and clearly defined expectations), creativity (the chance to explore ideas and innovate), recognition (being acknowledged and rewarded), or service and purpose (contributing to something greater than oneself). While these values may not appear on a CV, they play a central role in how someone engages with their work and organisation.

A Real Example

A senior analyst with a strong track record of technical excellence joined a new corporate role with high expectations. However, within six months, her engagement had noticeably declined. Although she continued to deliver high-quality work, she began expressing feelings of frustration, a lack of motivation, and growing uncertainty about her long-term fit in the role.

Through her psychometric assessments, it became clear that she placed high value on creativity and autonomy. Yet her day-to-day role was rigid, highly process-driven, and closely monitored. Although her skills aligned with the job, her core values were out of sync with the company culture. She eventually transitioned into a more agile, innovative environment and her energy and performance rebounded almost immediately.

Why It Matters

When values are ignored, people often experience burnout, reduced motivation, or eventually leave regardless of how capable they are. On the other hand, when individuals feel that their values are supported and respected, they show stronger engagement, resilience, and a deeper commitment to their role.

This doesn’t mean hiring only those who “fit in.” In fact, we encourage organisations to move beyond culture fit and think in terms of culture contribution. It’s not about hiring the same kind of people, it’s about ensuring people’s internal drivers are aligned with the environment around them.

How We Help

At Sharon Hinde Consulting, we integrate values assessments into our Individualised Development Plans (IDPs), leadership development, and team consulting. We help leaders and individuals understand the “why” behind performance and how to create workplaces where people don’t just function, but thrive.

Let us help you build a culture that doesn’t just retain people — it energises them.