A practical framework to transmit your company culture

Culture isn’t taught with a PowerPoint.
It spreads through daily behavior.
And to spread it consistently you need a system, not a manual.

Why a framework and not another “values document”

Values inspire, but they don’t guarantee behaviors.

A good framework translates culture into decisions, habits, and metrics.

What it solves

• Misalignment between discourse and practice.
• Difficulty scaling teams without “diluting” culture.
• Slow, theoretical onboarding that doesn’t change behaviors.

What it brings

• Common, replicable language.
• Clear owners per phase.
• Poka-yoke mechanisms that prevent cultural drift.

The framework in 4 steps: Be · Hear & Read · Live & Do · Evaluate & Correct

1) Be — Hire for attitudes, not just skills

Objective: bring in people who already carry the right “seed.”

• Owner: HR + Hiring Managers.
• Tools: values-based interviews, situational exercises, behavioral references.
• Short checklist: demonstrable curiosity · personal accountability · client orientation · execution discipline.

Principle: the technical can be taught; attitude cannot.

2) Hear & Read — Essential messages, lightweight training

Objective: distill culture into a few actionable sentences.

• Owner: People & Operations (onboarding).
• Format: 5–10 min capsules, one page per topic, real examples.

Sample messages

• “Think like the client: context > task.”
• “Don’t pass the problem along; solve it and document.”
• “On time > perfect late.”
• “Alarm signal > silence: escalate early.”

Rule: if it doesn’t fit in a clear sentence, it doesn’t belong here.

3) Live & Do — Culture as the daily operating system

Objective: make the right behaviors inevitable.

• Owner: Operations and Coordinators.
• Cultural poka-yokes:
• Standup with “nearest blocker” in 30s.
• Cross-review of deliverables with a 5-point checklist.
• Mandatory templates and checklists in handoffs.
• One-line log of decisions and assumptions.

Minimum rituals: short weekly demo · public recognition of good practices · blameless post-mortems.

4) Evaluate & Correct — Measurement and short feedback cycles

Objective: verify impact and correct deviations in time.

• Owner: Ops + People + Team Leads.
• Leading metrics: % of handoffs without rework · time to raise a hand · checklist compliance.
• Lagging metrics: NPS/CSAT · attrition · response SLA · rework rate.
• Quarterly 360° feedback and monthly micro-surveys.

What isn’t measured, gets diluted.

How to implement it in 30 days

1. Week 1: define 4–6 non-negotiable attitudes and 6–8 essential messages. Design 3 operational checklists.
2. Week 2: embed those attitudes in interviews and tests. Create onboarding capsules (one page each).
3. Week 3: activate rituals and poka-yokes in two pilot projects. Close coordinator support.
4. Week 4: measure leading/lagging, run a public retro, refine messages and checklists. Roll out to more teams.

Quick template for managers

Key inputs

• Core attitudes
• One-pager messages
• Checklists
• Rituals
• KPIs

Cadence

• Weekly: standup + demo + cross-review.
• Monthly: micro-survey + checklist audit.
• Quarterly: 360° + system adjustments.

Common risks and how to avoid them

• Too much theory: limit training to actionable messages.
• Fuzzy roles: assign owners per phase and KPIs per role.
• Rituals without purpose: link each ritual to an outcome.
• Measuring only “results”: combine leading and lagging.

TL;DR

• Design culture as a system, not a poster.
• Be → Hear & Read → Live & Do → Evaluate & Correct.
• Clear messages, daily poka-yokes, simple metrics.
• 30-day rollout with pilots and short cycles.