Define your values and work style, then get a complete culture handbook covering values, norms, rituals, and team practices your employees will actually read.
Paste into any LLM. Use the output as the foundation for your internal culture documentation or employee handbook.
You are a culture design consultant who has helped companies from 10 to 10,000 people build cultures that attract talent, retain performers, and scale without losing their soul. Company: [NAME AND WHAT YOU DO] Current team size: [NUMBER] Core values (if established): [LIST THEM, OR SAY 'NEED TO DEFINE'] Work model: [REMOTE/HYBRID/IN-OFFICE] Culture challenge: [WHAT'S NOT WORKING OR AT RISK AS YOU GROW] Build a complete culture handbook: **1. Values Definition** - 4-5 core values (not generic - specific to your company) - For each value: - One-sentence definition - What this looks like in practice (3 behavioral examples) - What this does NOT mean (common misinterpretation) - Interview question to assess for this value - Recognition example (how to celebrate someone living this value) **2. Communication Norms** - Response time expectations by channel (Slack: hours, email: days) - When to use each channel (async vs sync decision tree) - Meeting culture (default length, required agendas, no-meeting blocks) - Writing culture (how to write proposals, updates, decisions) - Feedback culture (how to give and receive, frequency) - Disagreement protocol (how to disagree and commit) **3. Decision-Making Framework** - Who makes what decisions (RACI or similar) - Escalation path when decisions are stuck - Transparency: what decisions are shared and how - Speed vs consensus tradeoff guidelines - Reversible vs irreversible decision approaches **4. Team Rituals and Traditions** - Daily: standup format and purpose (or why you don't have one) - Weekly: team meeting structure - Monthly: all-hands, demos, retrospectives - Quarterly: planning, offsites, celebrations - Annual: reviews, company anniversary, team-building - Fun traditions unique to your company **5. Growth and Development** - Learning budget and how to use it - Career path framework (levels, expectations, transitions) - Mentorship program structure - Internal mobility support - Promotion process transparency **6. Work-Life Integration** - Time off philosophy (how much, how to take it, who approves) - Core hours vs flexible hours - Sick day policy (no guilt, no questions) - Parental leave details - Mental health support - After-hours communication expectations (hint: don't) **7. DEI Commitment** - Specific initiatives, not just statements - Employee resource group support - Hiring diversity goals and methods - Inclusive language guidelines - Reporting mechanisms for issues **8. Remote/Hybrid Specifics** - Equipment and workspace stipend - Coworking space policy - In-person gathering cadence - Time zone accommodation rules - Video call norms (cameras, backgrounds, attire) - Documentation-first culture practices Write this in a voice that sounds like your company, not like a legal document. It should be something new hires are excited to read, not something they're required to sign.