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Company Knowledge is where you define the essential information about your organization—including your company’s identity, mission, and values. This knowledge is used throughout Windmill to help Windy understand your company and provide more contextual, relevant support.

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Overview

Company Knowledge serves as the foundation of how Windmill understands your organization. By providing key information about your company, you enable Windy to offer better insights, recommendations, and assistance that align with your specific culture and goals. The Company Knowledge section includes:
  • Name: Your company name or identity
  • Description: Your company’s mission, vision, or key information
  • Company Values: The core principles that guide your organization
Windy uses your Company Knowledge to provide more relevant suggestions and better understand the context of your team’s interactions.

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Setting up Company Knowledge

1

Navigate to Company Knowledge

Go to Settings → Company Knowledge in the Windmill Dashboard.
2

Add your company name

Enter your company name or how you refer to your organization in the Name field.
3

Write your company description

Provide a description of your company in the Description field—this could include your mission, vision, what you do, or key aspects of your culture. This helps Windy understand your organization’s context.
4

Define your company values

In the Company Values section, click Edit Values to manage your values.
5

Add values

In the Edit Company Values modal, click Add Value to create new values that shape your organization’s culture.
6

Save your changes

Click Save to apply all your Company Knowledge settings.

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Company Values

Company Values are the core principles that guide your organization—such as Customer Focus, Innovation, or Collaboration. These values help reinforce your culture and can be integrated throughout Windmill.

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Adding and managing values

  1. In the Company Knowledge settings, scroll to the Company Values section
  2. Click Edit Values to open the values editor
  3. Click Add Value to create a new value
  4. Enter the name of the value (e.g., Customer First)
  5. Provide a description (e.g., Dunder Mifflin thrives on personal relationships, prioritizing responsiveness, reliability, and tailored service for every client, no matter the size)
  6. Click Save to apply your changes
Limit yourself to 3-5 core values. Too many values can dilute focus and make them harder to remember and reinforce.

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Where values are used

Your company values appear throughout Windmill, including:
  • Shoutouts: Team members can give recognition tied to specific values
  • Performance reviews: Values can be referenced in feedback and assessments
  • Windy interactions: Windy uses your values to provide contextually relevant suggestions

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Integration with Shoutouts

Once you’ve set up your company values, you can integrate them into Shoutouts. This allows you to prompt your team for feedback based on specific values—for example, “Who demonstrated Innovation this week?” This ensures recognition aligns with what matters most to your organization and reinforces a consistent, values-driven culture.

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Best practices

Keep values short and clear Use action-oriented language that’s easy to understand and remember. Make expectations tangible Write descriptions that show what living this value looks like in practice. Provide meaningful context Your company description should give Windy enough information to understand your organization’s unique culture and goals. Review regularly Periodically update your Company Knowledge to ensure it continues to reflect your team’s evolving mission and values.

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FAQs

If you add a career leveling framework (or any rubric, job description, or competency matrix) to Company Knowledge, Windy uses it as general company context when drafting answers. It is not automatically injected as explicit criteria into 1:1 prep or the review packet.Where it surfaces:
  • Self reviews — When Windy guides employees through self review questions in Slack, it references the leveling framework to ask follow-up questions that help employees describe their impact against the expectations for their level.
  • Manager reviews — When Windy generates AI-suggested observations and draft answers in the review packet, it uses the leveling framework as context so suggestions are framed against the expectations for the employee’s level.
  • 1:1s — Windy uses the leveling framework as general background context that can show up in Catch Me Up summaries, suggested topics, and Windy chat about an employee. It is not automatically inserted into the shared 1:1 agenda or 1:1 prep templates.
To make level expectations show up explicitly in a workflow, also reference the framework where it should appear:
  • For reviews: link the leveling rubric or quote it directly in your self review or manager review questions.
  • For 1:1s: add career-growth sections to your 1:1 templates that reference the framework.
Windy uses your Company Knowledge to better understand your organization’s context, culture, and values. This helps Windy provide more relevant suggestions, insights, and assistance that align with your specific goals and principles.
Yes, you can edit or remove values at any time from the Company Knowledge settings. Changes will be reflected throughout Windmill wherever values are used.
We recommend 3-5 core values. This keeps them memorable and actionable. Too many values can dilute their impact and make them harder to reinforce consistently.
Only workspace admins can edit Company Knowledge settings. This ensures your organization’s core identity and values remain consistent.
Company Knowledge only accepts content in Markdown format. If you have an Excel spreadsheet, Word document, PDF, or other file you want to add, first convert it to Markdown using Claude or ChatGPT, then paste the result into Company Knowledge.Upload your file to Claude or ChatGPT and use this prompt:
Convert the attached file into clean, well-structured Markdown. Preserve all content, headings, and hierarchy. Convert tables to Markdown tables, lists to Markdown lists, and keep formatting like bold and italics. Return only the Markdown output with no commentary or code fences around the full response.
Review the output, then copy and paste it into the relevant Company Knowledge field.
Organizing the framework by level works best. Most competency frameworks live in spreadsheets, and a direct copy/paste into Company Knowledge usually loses the structure Windy needs to reason about expectations per level. Reformat the framework into Markdown first so each level and competency is clearly delineated.Recommended structure:
  • A top-level heading for the framework (e.g., # Engineering Competency Framework)
  • A section per level (## L1 — Associate, ## L2 — Engineer, … ## L10 — Fellow)
  • Within each level, a subsection or bulleted list per competency (e.g., Technical Skills, Communication, Leadership, Impact) with concrete expectations
Example:
# Engineering Competency Framework

## L3 — Senior Engineer

**Technical Skills**
- Owns design and delivery of medium-sized features end-to-end.
- Mentors L1–L2 engineers on code quality and testing practices.

**Communication**
- Writes clear design docs and drives review discussions to a decision.

## L4 — Staff Engineer
...
Tips:
  • If your source is a spreadsheet, convert it to Markdown first (see the FAQ above on uploading spreadsheets). Markdown tables work, but level-by-level sections give Windy stronger signal than a wide table.
  • Keep expectations specific and observable so Windy can reference them in self review follow-ups and manager review suggestions.
  • Reference the framework explicitly in your self review or manager review questions if you want level expectations to surface as explicit criteria in a cycle.