Daily/Weekly Tasks
Use this blueprint to delegate and manage daily and weekly tasks for various departments. All steps in the blueprint as...
9 steps
8 automations
Other TaskManagement
HR documentation workflow for Tallyfy
Document your culture so people understand how things work here
Culture is confusing when it lives only in people's heads. This workflow guides you through describing daily work life, core values, decision-making processes, growth opportunities, and feedback mechanisms.
6 steps
Run this workflow in Tallyfy
1
Import this template into Tallyfy and assign culture documentation tasks to HR and leadership team members 2
Use Tallyfy's 1-day deadlines for focused documentation steps covering values, decision-making, growth, and feedback 3
Track culture documentation through Tallyfy's 6-step process ending with team validation before sharing the final version Process steps
1
Describe what it is like to work here
5 days from previous step
Start with the day-to-day experience. What does a typical day look like? Describe the energy, the pace, and how people interact. Be honest about both the good parts and the challenges - authenticity matters more than making everything sound perfect.
2
Document your core values
1 day from previous step
List 3-5 values that actually guide decisions at your company. Skip the generic stuff everyone claims (integrity, teamwork). Focus on what makes you different. If you had to fire someone who was great at their job but violated a value, which values would those be? Those are your real ones.
3
Explain how decisions get made
1 day from previous step
People want to know who has authority over what. Spell out how big decisions happen - is it top-down, consensus-based, or something else? Include examples like how budgets get approved, who can hire, and what happens when two teams disagree. Clear decision-making beats politics every time.
4
Describe growth and development opportunities
1 day from previous step
How do people grow here? Talk about promotions, learning budgets, mentorship programs, or whatever you offer. Be specific - if you have a $2,000 annual learning budget, say so. If promotion paths exist, outline them. People join companies but they stay for growth.
5
Share how feedback works
1 day from previous step
Nobody wants to find out they are underperforming at their annual review. Explain your feedback culture - do you do 1:1s weekly? Quarterly reviews? 360 feedback? Be honest about how conflict gets handled too. A healthy culture isnt one without disagreements; its one that handles them well.
6
Review and finalize the culture document
1 day from previous step
Get at least 3 different team members to read through everything. Do they recognize the company you described? If there is a gap between what you wrote and what actually happens, fix the document or fix the reality - but dont leave the gap. Share the final version where everyone can find it.
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