> For the complete documentation index, see [llms.txt](https://docs.talentmap.com/knowledge-base/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://docs.talentmap.com/knowledge-base/managers-and-leaders/take-action/action-planning-in-compass/action-plan-template-library/action-planning-library-preview/valuing-people.md). # Valuing People Preview the action plans available for Valuing People survey questions. Each question offers a behavior plan and a structure plan. Full plans open inside Compass Action Planning. {% hint style="info" %} **Module required.** Your organization needs the Action Planning module enabled in Compass to open these plans. {% endhint %} *** ### Our organization cares about its people | Plan | Approach | Focus | | ------------------------------------------------------ | --------- | ------------------------------------------------------------------------------------- | | **Turning "We Care" from a Slogan into Evidence** | Behavior | Replaces vague good intentions with specific, visible actions employees can point to. | | **Building People Impact into How Decisions Get Made** | Structure | Embeds employee well-being as a factor in team decisions, not just an afterthought. | *** ### In my experience, our organization operates with integrity | Plan | Approach | Focus | | ------------------------------------------------------- | --------- | ------------------------------------------------------------------------------------------- | | **Making Integrity Visible in Everyday Team Decisions** | Behavior | Addresses the gap between stated values and daily behavior that employees actually observe. | | **Aligning Team Processes with Stated Standards** | Structure | Audits how the team actually operates and closes gaps between policy and practice. | *** ### Sufficient effort is made to get the opinions and thinking of people who work here | Plan | Approach | Focus | | ------------------------------------------------------ | --------- | ------------------------------------------------------------------------------------ | | **Actually Asking and Actually Listening** | Behavior | Targets the gap between having channels for input and employees feeling heard. | | **Embedding Employee Input into Team Decision-Making** | Structure | Builds a repeatable system so input becomes standard practice, not a one-off effort. | *** ### Our organization has a culture where people can challenge our traditional ways of doing things | Plan | Approach | Focus | | ------------------------------------------------------------ | --------- | ---------------------------------------------------------------------------------------------- | | **Rewarding the People Who Challenge the Status Quo** | Behavior | Makes it safe and rewarding to question how things are done, starting with small wins. | | **Building a System That Treats Every Practice as Testable** | Structure | Creates a structured process for the team to regularly evaluate and retire outdated practices. | *** ### It is safe to speak up in our organization | Plan | Approach | Focus | | -------------------------------------------------- | --------- | -------------------------------------------------------------------------------------------- | | **Making It Genuinely Safe to Speak Up** | Behavior | Builds psychological safety through visible leadership action, not words or policies. | | **Redesigning How Dissent Flows Through the Team** | Structure | Builds structured channels and norms so speaking up becomes a system, not an act of courage. | --- # Agent Instructions This documentation is published with GitBook. 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