Company Values Document Template
Two documents and two sheets that check each value against real recognition data and your actual hiring and review rubrics.
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Values-to-Process Map
One of five draft values has no real evidence and no scored criterion
Marloe Logistics, fictional 240-person warehouse software company. Checked against 600 real peer kudos and two scored rubrics.
| Value | Kudos citing it | Hiring rubric | Review rubric |
|---|---|---|---|
| Customer Obsession | 36.0% | 2 of 10 | 3 of 16 |
| Speak Up | 0.7% | 0 of 10 | 0 of 16 |
Speak Up is cited in just 4 of 600 real kudos and named in zero of the 26 combined hiring and review criteria. Nobody informally recognizes it, and nobody formally checks it either.
A company values document template usually gives each value three fields, the why, the what, and what it doesn't mean, then leaves the examples to memory in a single drafting workshop. Nothing checks those examples against anything real. Only 23 percent of U.S. employees strongly agree they can apply their company's values daily, and 27 percent say they believe in them (Gallup). 45 percent have worked somewhere whose stated values were not actually lived (iHire's survey of 933 job seekers).
At Marloe Logistics, five draft values were tagged against the same 600 real peer kudos already logged in the recognition programme. Customer Obsession led at 36.0 percent, followed by Ownership at 29.0 percent, One Team at 16.0 percent and Move Fast at 15.0 percent. Speak Up trailed badly: just 0.7 percent, four kudos out of 600. The other four values each had a real, specific, quotable instance behind them; Speak Up did not.
The Values-to-Process Map checked the same five values against the company's hiring rubric (10 competencies) and review rubric (16 criteria). Customer Obsession scores in 2 hiring competencies and 3 review criteria; Speak Up scores in zero of either. Negligible evidence plus zero process presence is an orphan value, and the Integration Note proposes the exact rubric line to close the gap. The same tagging pass runs on survey comments and exit-interview notes once kudos run out, and a later performance-review criterion can move a value off the orphan list.
What is in the pack
Values Document
Each value's definition next to a real, named example pulled from the register, never an invented anecdote. A value with no real example is marked aspirational, not dressed up as already lived.
Hiring and Review Integration Note
The exact rubric line to add or reword for any value with no scored process home yet, so it becomes something a panel or a manager actually checks rather than something people are told.
Behaviour Examples Register
Every draft value's real evidence count and percentage, tagged from recognition kudos, engagement comments and exit-interview notes, the same underlying records rather than a fresh workshop guess.
Values-to-Process Map
Each value checked against the hiring and review rubrics by name, with any value lacking both real evidence and a scored criterion flagged plainly as an orphan value.
The evidence-and-process rule
The standing rule the space runs on: a value counts only with a real behavioural instance and a scored process criterion behind it, never one alone, so nobody quietly ships a value on hope. It governs every prompt in the space.
How it works
- 1
Send real behavioural evidence
A recognition or kudos export, engagement-survey comments, exit-interview notes, or your current hiring and review rubrics.
- 2
Get the Behaviour Examples Register
Each draft value tagged against that evidence, with a real count and percentage, not a workshop impression of how common it is.
- 3
Get the Values-to-Process Map
The same values checked against your hiring and review rubrics by name, with any orphan value, no evidence and no process home, named directly.
- 4
Get the Values Document and Integration Note
A publishable document built only from values with real backing, plus the exact rubric change to close any process gap.
Frequently asked questions
Is this template free?
Yes. The whole pack, the Values Document and Hiring and Review Integration Note, plus both sheets, downloads as real files with no signup. Edit with AI is a separate, optional path that creates a free account and installs the same pack as a private workspace.
How is this different from a normal company values document template?
A normal one gives you fields to fill in per value and leaves the examples to memory. This pack tags real recognition data, survey comments and exit-interview notes against each draft value, then checks the same values against your actual hiring and review rubrics. A value with no real backing surfaces before it ships, not after employees notice.
What counts as a real behavioural example?
Something specific that actually happened and was recorded somewhere: a named kudos entry, a quoted engagement-survey comment, a specific exit-interview note. A general compliment with no described action does not count and gets left untagged rather than forced onto a value.
What is an orphan value?
A value with negligible real evidence behind it and no named, scored criterion in either the hiring or review rubric. The worked example's Speak Up value is cited in 4 of 600 kudos and appears in zero of 26 combined rubric criteria, the exact combination the map flags.
What if a value has evidence but no process home, or the reverse?
The map treats them as different problems. Evidence without a rubric line is a process gap the Integration Note can close directly. A rubric line with weak real evidence is a communication gap, since the behavior may be checked but nobody is recognizing or talking about it day to day.
What format are the downloaded files?
Word documents for the Values Document and Hiring and Review Integration Note, and CSV spreadsheets for the Behaviour Examples Register and Values-to-Process Map. All open natively in Word, Google Docs, Excel or Sheets, and the CSVs re-import cleanly once a fresher kudos export replaces the last one.
Find out which of your values nobody can back up
Send whatever real recognition, survey or exit-interview data you already have. The Behaviour Examples Register comes back with a real count per value, not a guess.
Build my behaviour examples register