Northwind Builders (fictional)
120 employees · Values: Humble, Effective, Adaptable, Remarkable, Transparent
Values Experience Score
57
Employee view, out of 100
Leadership view
77
8 leaders responded
Employee view
57
Gap: 20 points
Responses
78/112
70% of invited completed
Results by dimension
"I know the five values by heart, but when we lost the Harbour contract nobody explained how 'Transparent' fit the way it was handled."
"My supervisor really lives 'Humble' — she asks for input before every schedule change. I wish that was true across all crews."
Top three recommended actions
- 1
Close the leadership consistency gap (31-point gap)
Leaders rate themselves 82; employees rate leadership consistency 51 — the largest gap in the results.
- 2
Make it safer to raise contradictions (safety: 55)
Employees score psychological safety 23 points lower than leaders believe.
- 3
Show values in everyday decisions (decisions: 58)
Employees rarely see values named when decisions are made.
How this score works
Each 1–5 answer becomes 0, 25, 50, 75 or 100 points. "Not sure" answers are excluded. Each dimension score is the average across its questions and respondents.
The Values Experience Score is the average of the five employee dimension scores — because lived experience is what we're trying to understand. The leadership view is shown separately so the gap is visible.
Limitations: this is an illustrative, preliminary method that has not been scientifically validated. Response rates, team size and who chose to respond all affect results.
Recognition activity alone doesn't prove values are being lived — it's one signal among many. In production, a real assessment engine would replace these deterministic demo calculations.