One value per section
Give each value its own section with a short statement, two behaviors and one example. A long list of values is hard to remember and easy to skim past.
HR & OperationsContent Creator
Culture deck: values written as behavior, not slogans
A culture deck describes how your company works, what it values and how people are expected to act on those values. The useful version names specific behaviors and gives examples staff recognize from their own work, rather than repeating slogans. Test the draft with a few employees before you share it, and do not publish claims about satisfaction or results that you have not measured.
What people search
Culture deck: 50 average monthly searches.Google Ads Keyword Planner · 2026-10-09 · United States
Format notes
Give each value a page a new hire can repeat
Use real photos only with permission
Pictures of the actual team and workplace make a deck credible. Get written permission from anyone shown, and do not use photos of people who have left unless they agreed.
Name the owner of each commitment
A deck that promises training, feedback or flexible hours needs a named person or team responsible for it. Otherwise the promise has no owner when someone asks about it.
Date the deck
Culture changes, and an old deck describes a company that has moved on. Print the date on the cover and set a review point, such as the start of each planning cycle.
Section outline
A deck that moves from values to behavior to proof
Cover and purpose
Who the deck is for and why the company is writing it now.
60 wordsOur values
Three to five values, each stated in one sentence.
120 wordsWhat it looks like day to day
Two observable behaviors for each value, written as things a person does.
180 wordsHard tradeoffs
Examples of decisions where two values pulled in different directions, and what was chosen.
120 wordsHow we hold ourselves to it
Feedback routes, review steps and where staff raise concerns about the culture.
120 wordsNext review
When the deck is reviewed and who owns the update.
60 words
Total: 660 words
Weak and strong wording
Turn a slogan into a behavior someone can see
Weak: We put customers first.
Strong: When a customer complaint arrives, the person who receives it replies the same day to say who owns the fix and when the customer will hear back.
The stronger line names a behavior and a timeframe. A new hire can tell whether they are doing it.
Weak: We are one big family.
Strong: We cover each other's shifts when someone is ill, and nobody keeps a tally of who covered last.
Family language signals warmth but says nothing about what people will do. The stronger line describes a practice staff can see.
Weak: Innovation is in our DNA.
Strong: Anyone can propose a change to a process, and the owner of that process answers within two weeks.
The stronger version gives a route and a deadline, so the value shows up in practice.
Weak: Our people love working here.
Strong: We will share what we heard from staff, including the feedback we are not acting on and why.
A claim about love cannot be checked. A commitment to share feedback can be.
Quality checklist
Test the deck before you share it
- Each value is backed by at least two behaviors a new hire could observe.
- No claim about satisfaction, retention, growth or awards appears unless you have the source and its date.
- Pictures show your real workplace and people, and written permission is on file.
- Each commitment names a responsible person or team and says when it will be reviewed.
- Three employees from different roles have read the draft and can explain one value in their own words.
- The language avoids claims that someone outside the company would find hard to check.
- The cover shows the date and the next review point.
Share the finished page
Decide who reads the deck first, and how
Team link
Use a team link for the internal version, so the first readers are your staff. Share the link with new hires as part of onboarding.
Public link
Use a public link only for a version without internal names, pay ranges or individual stories, and only if you are ready for applicants and customers to read it.
HTML download
Download the HTML file when a version is approved and keep the dated copy with your HR records. Give each new version a new file name so people can tell which deck is current.
WhatsApp share
Send the link to the manager who will walk the team through the deck, in a direct message. Avoid posting the full deck in large group chats.
Frequently asked questions
Is a culture deck the same as an engagement survey?
No. A deck states what the company intends and how it expects people to act. A survey measures how staff experience the workplace. Use a survey to check whether the deck's values match what people see, and then revise the deck from the results rather than from one senior person's view.
Should a culture deck be a slide presentation?
A slide deck is a common format, but the writing matters more than the slides. Content Creator makes one self-contained HTML page, so write the deck as something people can scroll and read. Keep a separate presentation for live meetings.
How long should a culture deck be?
Long enough to explain each value with two behaviors and one example, and short enough that a new hire finishes it in one sitting. Five to eight sections is a practical range for many teams.
Who should write the culture deck?
Leaders should decide the values and commitments, but the examples should come from people who do the work. Ask two or three people from different roles to review drafts, and name the person who maintains the deck after it is published.
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How to build it
Follow the eight-step wizard: type, assets and description, images, branding, contact and call to action, Atty Suggestions, blueprint, and generate. Atty generates one HTML page in the background. Review it, then publish and share the page link or download the HTML file.
