A value model is a practical description of what the company considers important in behavior and decisions. Values become useful only when they can be recognized in everyday work.
Values are not slogans
Words like responsibility, openness or teamwork sound good, but they remain abstract until the company explains what they mean in real situations. The same word may have different meanings in different teams.
For example, responsibility can mean meeting deadlines, warning about risks early, admitting mistakes, or taking ownership of the result beyond formal instructions.
How to build a model
Start with real stories: when employees acted in a way the company is proud of, and when behavior clearly contradicted expectations. These stories reveal the real culture better than a formal workshop.
Then describe each value through behavioral indicators: what a person does, says, chooses and refuses to do. Add examples for different roles and management levels.
How to use it
A value model can support hiring, onboarding, feedback, leadership development and internal communication. It helps people understand not only what result is expected, but how the company wants to achieve it.
This English version is translated and edited by meaning. Obvious spelling and recognition errors in the Russian source are corrected in the English wording.
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