Tracey’s top culture values

• creativity

  Those who place high value on Creativity tend to think outside of the box and consider unusual alternatives. Those who place low value on Creativity typically prefer to use logic and proven methods to achieve success.

• sharing information freely

  Those who place high value on Sharing Information Freely tend to readily disclose data and information to others. Those who place low value on Sharing Information Freely typically keep data and information under wraps unless disclosure is critical.

• taking individual responsibility

  Those who place high value on Taking Individual Responsibility tend to prefer environments where people hold themselves accountable. Those who place low value on Taking Individual Responsibility typically prefer environments where the team as a whole is held accountable.

• rewarding team success

  Those who place high value on Rewarding Team Success tend to identify and reward collective team success over individual success. Those who place low value on Rewarding Team Success prioritize and reward individual performance over the success of teams.

• fairness

  Those who place high value on Fairness tend to believe that the same rules should apply equally to everyone. Those who place low value on Fairness tend to believe that circumstances, not equitability, should determine decisions.

• stability

  Those who place high value on Stability tend to prefer consistency and predictability in their environment and with others. Those who place low value on Stability typically enjoy change and variation in projects and schedules.

• high pay for good performance

  Those who place high value on High Pay for Good Performance tend to expect reward and compensation to be based on performance. Those who place low value on High Pay for Good Performance typically expect compensation to be consistent across responsibilities.

• being highly organized

  Those who place high value on Being Highly Organized tend to operate with clearly defined schedules, systems, and plans of action. Those who place low value on Being Highly Organized typically operate more spontaneously and unsystematically.

• creating order

  Those who place high value on Creating Order tend to bring structure and order to processes and projects. Those who place low value on Creating Order typically prefer to allow processes and projects to be fluid and unstructured.