# Turn stated values into decisions Approved values, actual workplace expectations and realistic situations. Updated October 27, 2026 ## What is company values onboarding with Elvina? Company values onboarding with Elvina turns an approved values handbook into a discussion guide built on a realistic conflict between stated values. People operations leads use it for every new-hire cohort. Elvina drafts the situation from the handbook and the written workplace expectations; the values owner, such as the COO, states what the standard requires and approves the guide. A facilitator from your team runs the group discussion. Asking Elvina in chat how a value applies to a real case is planned, not available today. ## What happens on the free demo - Book 30 minutes. Pick a time with Elvina's team. The demo is free and runs on Zoom. - Show the team your goal. Bring one role or one procedure. The team shows how Elvina would handle it, using sample materials. - Agree on the next step. You leave with a plan for the first step and its price. Nothing reaches your team until you approve it. ## Who this is for, and when A people operations lead at a freight brokerage owns the first-week experience for new hires. The values poster says speed and transparency; the floor sometimes forces a choice between them. Reading the handbook aloud does not prepare anyone for that moment. She wants a discussion built on realistic tension, triggered by every new-hire start date, with the values owner resolving what the text leaves open. ## How it works in Elvina A new-hire discussion uses a conflict between speed and transparency to explore what the company's stated standard requires. - The people ops lead adds the Values Handbook, version 3, and the approved workplace expectations to Company Knowledge with the COO listed as owner. - Creation Studio drafts a discussion guide around one situation where a customer wants a quote faster than a carrier can be verified. - The COO reviews the situation, states what the company standard actually requires, and approves the guide with that answer included. - On each new hire's second day, the people ops lead assigns the guide on the Learning Platform, followed by a facilitated group discussion. - New hires reopen the discussion guide and the COO's ruling in the Web workspace when a real case comes up; asking Chat how a value applies is planned, not available today. ## A worked example Imagine a fictional brokerage, Meridian Freight Partners, hiring six to ten dispatchers a month. The source is the Values Handbook, version 3, owned by the COO. The trigger is each cohort start date. The task is one discussion guide covering a speed-versus-transparency conflict on a live load. - One realistic discussion guide replaced a read-through of the handbook. - The COO wrote the ruling on the speed-versus-transparency case, which is now part of the source. - Facilitators run the discussion on day two using the same guide for each cohort. ## What to check before relying on it Do not invent company norms. Ask the owner to resolve tensions that the written values leave ambiguous. - Each new-hire cohort has a completed discussion guide and a facilitated session on record. - The situation used reflects the current handbook version, not a retired one. - The owner's ruling on the ambiguous case is stored in Company Knowledge, not just in a meeting note. ## Where a person stays in charge Elvina drafts the situation from approved sources; it does not invent company norms or decide what the values require. Where the written values are ambiguous, the owner resolves the tension and that ruling becomes the source. A person runs the facilitated discussion. This sequence does not certify culture fit. ## Who does what in company values onboarding | Role on your team | What the person keeps | What Elvina drafts | Status | |---|---|---|---| | [HR generalist](/elvina/hr-recruiter) | Decides who is hired, when a new person starts and when they work alone | A plan for the first few days in each role and a readiness check for new hires | available now | | [Trainer](/elvina/coach) | Coaches on the floor and judges whether the work is done right | Job aids and short quizzes for the task; the workspace shows who has completed them | available now | | [Line manager](/elvina/coach) | Approves what reaches the team and follows up with anyone who falls behind | A progress digest by person and role | planned, not available today | | [Instructional designer](/elvina/learning-team) | Sets the learning goal and checks the method and the wording | Draft lessons, courses and quizzes from your own documents | available now | Nothing Elvina drafts reaches your team until a person on your side approves it. ## What Elvina does not do, and when another tool fits ### Elvina does not - Invent company norms or decide what your values require. - Resolve a tension the handbook leaves open; the values owner makes that ruling. - Run the group discussion; a facilitator from your team leads it. - Judge culture fit or record whether a new hire agrees with a ruling. ### Another tool fits better when - The procedure itself is still being decided: settle it first, then train on the approved version. - You need payroll, scheduling or an HR system of record: keep the one you have. - A quick poll after a meeting is all you need: a survey form is enough. ## Questions **Q:** Can we add more situations over time? Yes. Each new situation goes through the same owner review before it reaches a cohort. **Q:** What if a new hire disagrees with the ruling? That is a discussion for the facilitator and the manager. The platform records completion, not agreement or attitude. **Q:** Can the guide use a situation from our own floor? Yes, once the case is written into an approved source in Company Knowledge. Elvina drafts the guide around it, and the values owner reviews the situation and states the ruling before any cohort sees it. Cases that exist only in conversation stay out. **Q:** What happens when the values handbook is revised? The owner adds the new handbook version as the source, and the guide is redrafted from it. The owner reviews and approves the guide again before the next cohort, so situations tied to a retired version do not reach new hires. ## Two things you can check on this site - See a sample on the demo. [Book a demo with my team](https://calendly.com/o-dutchak-smartexpert/30min?utm_source=elvina-site&utm_medium=proof) - Every lesson, plan and quiz stays a draft until you approve it. [Check the approval step in the chat](/workflows/company-values-onboarding#talk-to-elvina) Checked October 27, 2026. No launch date is committed for planned features.