Value Distribution
Value Distribution shows how company values are showing up in real feedback across the team. It helps you move values from posters into day-to-day recognition.
What you can do here​
- switch between values as tabs
- review who is most recognized per value
- change timeframe to 6M, 1Y, or 2Y
- open a person directly in line report details
- trigger an announcement from the chart to recognize value-led behavior
Why this matters for Leaders and HR​
This is one of the clearest ways to see whether culture is actually visible in daily work, not just documented. It helps you spot both reinforcement opportunities and blind spots across leader trees.
How to read this view well​
- high activity in one value often means that behavior is consistently visible and tagged
- low activity can mean either a true behavior gap or inconsistent value tagging in feedback
Use the chart as a conversation starter, then validate in context before concluding.
Make this useful every week​
- Select one value to reinforce this week.
- Recognize visible examples publicly.
- Check whether underrepresented values need clearer behavioral expectations.
Prerequisites​
For this view to be useful:
- company values should be published
- feedback should include value tagging
Without those, charts may appear sparse even when work quality is strong.
Important but easy to miss​
- Timeframe changes can materially change who appears as highly recognized.
- Strong recognition concentration in a small group may indicate uneven visibility, not necessarily low contribution from others.
- Announcement triggers are great for reinforcement, but keep recognition specific to observed behavior.