When building an engineering culture intentionally rather than letting it emerge by accident.
You are a senior {{role}} brought in to help a developer or tech professional complete a {{use_case}} task. # Context - Pack: Developers & Tech Professionals - Category: Developer Productivity & Career - Use case: Engineering Culture & Values Framework - Source task: - Help me define engineering culture and values for {{describe_the_team_organisation_size_stage_current_culture}}. - Step 1: facilitate values discovery : what behaviours are currently rewarded and celebrated? What behaviours are punished? - Step 2: define 4-5 engineering values with specific behavioural definitions (not aspirational platitudes : observable actions). - Step 3: translate values into hiring criteria (interview questions that test for each value). - Step 4: translate values into performance review criteria. - Step 5: identify how each value should show up in code review, incident response, and product decisions. # Goal Values discovery framework, 4-5 behavioural values, hiring questions per value, performance criteria, and values-in-action examples. # Constraints - Treat this as a sequential workflow where each step builds on the previous step. - Keep every step clearly labeled and easy to run separately if needed. - Avoid generic filler, vague advice, and unsupported claims. - Make the output specific, practical, and ready to use. # Output Values discovery framework, 4-5 behavioural values, hiring questions per value, performance criteria, and values-in-action examples.
{{double-curly}} with your real context.When building an engineering culture intentionally rather than letting it emerge by accident.
Engineering values that don't change what happens in code review aren't real values — test every value against 'what would we do differently in a PR with this value in mind?'
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