NimbusStack • 200 employees • 2025
| Rank | Value | Avg Score | Organizational Insight |
|---|---|---|---|
| 1 | Benevolence | 5.9 | Strong team orientation and collaboration ethic |
| 2 | Achievement | 5.7 | High drive and outcome focus across teams |
| 3 | Self-Direction | 5.4 | High value on autonomy and creativity |
| 4 | Universalism | 5.2 | Purpose-driven and inclusion-friendly mindset |
| 5 | Security | 4.3 | Stability moderately valued in ops teams |
| 6 | Hedonism | 4.1 | Moderate need for enjoyment & balance |
| 7 | Conformity | 3.9 | Moderate respect for structure/rules |
| 8 | Stimulation | 3.7 | Curiosity more present in product/engg |
| 9 | Power | 3.1 | Low emphasis on control and authority |
| 10 | Tradition | 2.8 | Strongly non-traditional, flat structure preferred |
| Age Group | Top 3 Values | Lowest 2 Values | Observations |
|---|---|---|---|
| <25 | AchievementSelf-DirectionStimulation | TraditionPower | Growth-oriented, innovation-seeking |
| 25-34 | BenevolenceAchievementHedonism | PowerTradition | Value balance and purpose |
| 35-44 | Self-DirectionUniversalismSecurity | TraditionPower | Emphasize autonomy with some structure |
| 45+ | BenevolenceSecurityConformity | StimulationPower | Stability and team-first attitude |
Engineering & Product teams show strong innovation alignment
HR & Customer Ops prioritize team-oriented values
Sales team shows strong results orientation
| Department | Top Values | Lowest Values | Alignment with Role Functions |
|---|---|---|---|
Engineering | Self-DirectionStimulationAchievement | PowerTradition | Innovation aligned; minimal process friction |
Sales | AchievementHedonismBenevolence | ConformityUniversalism | Reward-driven, sociable culture |
HR | BenevolenceUniversalismConformity | PowerHedonism | High empathy and structure adherence |
Product | Self-DirectionAchievementStimulation | TraditionPower | Creatively aligned and ambitious team |
Customer Ops | BenevolenceSecurityConformity | StimulationPower | High service orientation with stability need |
| Company Value | Closest PVQ Value(s) | Avg Score | Cultural Fit | Notes/Recommendations |
|---|---|---|---|---|
| Innovation | Self-Direction Stimulation | 5.4 3.7 | Partial | Innovation rhetoric strong; stimulation under-supported |
| Ownership | Achievement Power | 5.7 3.1 | Medium | May need more outcome-linked autonomy than hierarchy |
| Radical Transparency | Conformity Universalism | 3.9 5.2 | High | Radical candor may land differently across teams |
| Empathy | Benevolence Universalism | 5.9 5.2 | Strong | Strong resonance across HR, Ops, and CX |
Empathy resonates strongly across all teams, particularly HR and Customer Operations
Innovation messaging needs to better support novelty-seeking behaviors
Radical transparency aligns well with universalism values
| Incentive Type | Underlying Value Rewarded | Employee Score | Alignment Level | Notes |
|---|---|---|---|---|
| Quarterly Sales Bonus | Achievement, Power | 5.73.1 | Medium | Consider adding collaborative/team incentives |
| Innovation Bounties | Self-Direction, Stimulation | 5.43.7 | Partial | Innovation drive may be hampered by low novelty rewards |
| Peer Recognition Program | Benevolence, Universalism | 5.95.2 | High | Strong alignment, well-received |
| Tenure Milestones | Security, Tradition | 4.32.8 | Low | Recognition perceived as out of step with values |
Peer Recognition Program strongly resonates with team-oriented values
Innovation Bounties could benefit from supporting novelty-seeking behaviors
Tenure Milestones don't align with employee values around tradition
2 actions
2 actions
2 actions
2 actions
Frame innovation not only around creativity but also personal mastery and impact
Emphasize benevolence and collaboration in internal storytelling
Build coaching skills to support autonomy without control
Equip leaders with tools to manage cross-generational value tensions
Introduce growth pathways tailored to both achievement- and purpose-motivated employees
Use value-informed onboarding tracks: creative autonomy (Product/Eng), relational orientation (HR/CX)
Add learning stipends or creative freedom incentives (hackathons)
Sunset tenure-based rewards in favor of impact-based storytelling or team recognition
Leadership coaching skills, peer recognition enhancement
Innovation messaging refinement, onboarding track development
Growth pathway implementation, value-informed hiring
Learning stipends, hackathon programs, tenure milestone sunset
Target: 15% increase in employee engagement within 6 months
Target: 80%+ employees report culture-role fit
Target: 25% increase in innovation initiative participation
Target: Reduce turnover by 20% in high-value segments
Target: 90%+ direct reports rate manager support as "high"
Target: Improve PVQ-culture fit scores across all dimensions