company-values

To define company values that guide behavior, draft 3-5 core values with clear descriptions, example stories, and anti-patterns to prevent misalignment. This codifies intangible culture into explicit rules for hiring and daily decisions in founder-led teams.

Company culture anti-patterns are specific negative behaviors that misinterpret your core values. Documenting them alongside example stories during onboarding prevents misalignment and ensures teams understand exactly what actions violate the defined culture.

Yes, you can apply codified company values across onboarding and performance feedback for small, founder-led teams. The values provide concrete guidance to align daily work, hiring decisions, and behavioral expectations across the organization.

The best way to codify core culture is drafting a concise set of 3-5 company values with definitions and actual example stories. This translates intangible culture into explicit guidelines for day-to-day decision-making and hiring.

Yes, you need example stories for each company value to anchor expected behavior. These stories demonstrate the value in action and provide concrete guidance for onboarding, hiring decisions, and day-to-day work alongside documented anti-patterns.