Core values for garment decorators

The Lynchpin: A masterclass for garment decorators #3

John Lynch explains why he believes even small and medium-sized companies need a clear set of values – written down and lived every day

When you’re just starting out, writing down ‘core values’ might seem like a luxury for big corporations with fancy offices. You’re busy finding clients, making sales, printing shirts, and keeping the lights on. But, I can tell you from experience – having clear, written values, even when you’re small, can change the course of your business.

At Lynka, we created our core values a long time ago – in our sixth year – when we had around two dozen employees. We were no longer a tiny start-up, but we weren’t a big company yet either. Looking back, it was one of the smartest things we ever did. Those values – quality, caring about customers, a great team, integrity, continuous improvement, and profitability – have not changed in 25 years. They’ve been our compass and guiding light as we grew from a small shop in Krakow to one of Europe’s leading decorated apparel companies.

Why core values matter

Core values aren’t just nice words on a poster. They are the DNA of your business. They tell your team who you are, what you stand for, and how you make decisions. They influence how you hire, how you deal with mistakes, how you treat customers, and even how you handle tough times.

Without clear values, a company drifts. Each decision becomes harder because there’s no consistent framework. With values in place, decisions get easier: is this action aligned with our values?
Yes or no?

Write them down – don’t just think them

Here’s the key – your values must be written down. If they live only in your head, they’re just good intentions. Writing them forces you to think clearly and communicate them to your team. It also holds you accountable as a leader. When employees see the values in black and white, they expect you to live them. And that’s a good thing.

Values drive culture

When Lynka was small, ‘quality’ and ‘caring about customers’ were just how we naturally behaved. But as we grew, we had to teach new employees what mattered to us. Our values became the foundation of our culture. They told our team: this is how we work. This is what we believe in. This is who we are.

And the best part? They’ve stood the test of time. I meet every new hire to teach them about our values on day one. They guide how we recruit, train, promote, and even how we part ways with people who aren’t a good fit.

How to create your own

It’s simpler than you think:

• Gather your team (or your key people, if you’re very small) and brainstorm what matters most.

• Keep it short and memorable. Five or six values are plenty.

• Write them in plain language. Avoid corporate jargon—make sure everyone understands them.

• Live them. Values that sit in a drawer are useless. Talk about them. Celebrate when people embody them. Use them in decision-making.

The compass for your business

Even if you’re a five-person print shop, your values matter. They tell the world – and your employees – what kind of company you want to be. At Lynka, our values have been our North Star, keeping us on track through growth, crises, and change.

Don’t wait until you’re ‘big enough’ to define your values. Do it now. In 20 years, you’ll look back and thank yourself.