Understanding and addressing workplace values early can mean the difference between a thriving culture and a toxic one. At PeopleKeys, we often see conflict escalate—not because people are unwilling to cooperate, but because their core values are misunderstood or misaligned.
In this post, we’ll explore how to use the PeopleKeys Values assessment to recognize and resolve values-based conflict, with real-world insights and a 12-step action plan.
A values crisis occurs when deeply held beliefs about what's right, fair, or important come into conflict with the values of others—or with an organization’s culture. These aren’t minor disagreements; they’re rooted in identity, purpose, and principles. That’s why values conflicts can feel more personal and harder to resolve than surface-level behavior differences.
The earlier a values conflict is identified, the more likely it is to be resolved successfully. In fact, we estimate that 95% of values-based conflicts can be managed effectively if addressed early and with insight into each person's values style.
The PeopleKeys Values assessment measures four dominant workplace values, which are harder to flex or adapt than DISC behavioral styles. The styles are:
Values tradition, consistency, and long-standing relationships.
Drawn to systems, predictability, and commitment.
Seeks fairness, equal treatment, and shared outcomes—regardless of performance.
Prefers rules applied equally to all.
Desires independence in how tasks are completed.
Prefers flexible environments and less oversight.
Wants performance-based fairness—rewards, incentives, and responsibilities tied to results.
Sees fairness as relative to contribution.
These values don’t exist in a vacuum—conflict often arises when two people’s values are at opposite ends of the spectrum.
This is one of the most frequent and challenging conflicts.
High Loyalty values structure, reliability, and rules.
High Freedom resists structure and needs autonomy.
This can create tension between managers and creative or entrepreneurial employees.
Equivalence believes everyone deserves the same regardless of output.
Justice believes fairness should scale with contribution.
Misalignment here can lead to dissatisfaction around pay, promotions, or recognition.
We once consulted with a music company where the CEO scored high in Loyalty and Justice, while his top artist scored high in Equivalence and Personal Freedom.
The CEO was frustrated by the artist’s missed deadlines and unwillingness to follow the team’s process.
The artist was equally upset about his small bonus, feeling he deserved an equal share of profits due to his creative contributions.
Neither was wrong—they simply saw fairness and responsibility through different values lenses.
By recognizing their differences through the Values assessment, they were able to open a more empathetic dialogue and make adjustments to expectations, roles, and incentives.
Unlike DISC, which reflects observable behaviors and can be adapted for situational success, Values run deeper. Attempting to suppress or override someone’s core values may lead to resentment, burnout, or turnover.
Employees who consistently act against their values often end up feeling they’ve “sold out”—and eventually disengage or leave.
The Values assessment is not offered as a standalone product—it's most effective when paired with DISC or in combination with our other tools. You can explore Values as part of a:
This layered approach gives a fuller understanding of a person’s behavior, motivations, team role preferences, and attitudes—allowing you to coach or manage the whole person, not just what’s visible on the surface.
While not every values conflict can be resolved, many can—with the right approach. We recommend these foundational steps:
Recognize the conflict early
Use assessments (like DISC and Values) to gather insight
Identify each person’s core values
Acknowledge differences without judgment
Create psychological safety for open conversation
Clarify expectations and boundaries
Explore if and where compromise is possible
Align responsibilities to values when possible
Avoid forcing adaptation as a long-term solution
Review and adjust workflows or communication channels
Follow up regularly
Know when to escalate or make a structural change
When you understand someone’s values, you can predict where conflict may arise and take proactive steps to resolve it. The PeopleKeys Values assessment is a powerful tool for managers, coaches, and teams to uncover hidden drivers and prevent long-term misalignment, especially when combined with our other assessments.