Cracking the Code on Company Culture
It can be hard to turn down a job offer — especially a seemingly attractive one. But just because a company deems you a good fit for them doesn’t mean it’s a good fit for you.
Company culture matters more than you might realize. Remember: how much of your life do you spend at work? How important is it to work with people you like and get along with? What kind of environment motivates you and brings out your best? Working for a company (or organization) with a culture that aligns with your values exponentially increases your chances of professional success.
A company’s culture sets the tone for your interactions with management and other key stakeholders, colleagues, customers and even vendors. It can either inhibit or encourage your professional growth and development. It can make going to work a pleasant, energizing experience — or a nightmare.
Evaluating a company’s culture is another exercise in prioritizing your values. What’s most important to you, and what can you live with? Where can you be flexible and adapt — and where can’t you?
While some organizations’ cultures are blatantly toxic, what constitutes a “good” culture is very individualized.
Assessing a Company’s Culture: Ask the Right Questions
Culture is intangible. Like personality, it can be difficult to articulate. But before you get swept away by an impressive job title and fancy office space (did someone say onsite corporate gym?!), remember that it’s your right to investigate a company’s culture.
Asking the right questions can not only help you assess whether a company’s culture is the right fit for you; they can also increase your attractiveness as a candidate.
Inquiring “What would a typical workday (or work week) look like?” demonstrates interest in the day-to-day responsibilities of the role. Your interviewer’s answers can help you determine if the job title matches the job description as posted, and the actual duties that would fall under your domain.
Asking open-ended questions about professional development and opportunities for advancement shows your ambition and commitment to lifelong learning. It will also help you assess whether or not the company supports career growth. Do they promote from within? Looking up key employees on LinkedIn can offer some clues.
While you can’t ask if the CEO is a micromanager, you can ask your interviewer to describe their management style. You can dig even deeper by asking about their approach to solving problems or making decisions. Are new ideas welcomed and encouraged?
… and Talk to the Right People
Your interviewer may or may not candidly answer your questions. For starters, if you’re interviewing with an HR person, they might not really know what it’s like to work in your specific area. Second, they might have a vested interest in recruiting you.
We recommend meeting with your potential colleagues, the people you’d be working with if you were to join the team. Ask them about work-life balance, management style and any “unwritten rules.” The hiring manager might downplay (or be unaware) of expectations that you’ll be putting in a 60- or 80-hour workweek. But employees with similar roles will be able to give you the real scoop.
Companies that are transparent about their culture — and take steps to preserve it — often have team members participate in the interview process. Because these companies prioritize cultural fit, they value input from current employees. And once you’ve met these people during an interview, you can always reach out to them by phone or email with follow-up questions.
Former employees can also shed light on company culture, especially if they left on good terms. (You can find them on LinkedIn by doing a search using the “past companies” filter). Plenty of people leave decent jobs at good companies to pursue better opportunities. They’ll likely be willing to provide objective feedback. However, use caution if you get a sense that a former employee has an axe to grind; their assessment could be highly skewed.
If you can’t find any current or former employees, take note of where your potential boss used to work, and see if you can talk to someone who works (or worked) with him or her there. If it wasn’t too long ago, it may provide valuable information.
As Always, Do Your Homework!
Before stepping foot in any company’s door for an interview, learn as much as you can about its history, management team and culture. Google is a great place to start your research. Search for any news about the company or its leaders.
To delve into its culture, see if the company is listed on one of these websites:
FairyGodBoss – “company reviews by women, for women”
Ethisphere – provides an annual list of the world’s most ethical companies
Great Place to Work – the “global authority on workplace culture”
InHerSight – database of women-rated companies
Glassdoor Best Places to Work – an annual list of top-rated companies by employees
Spending time and energy to learn about a company’s culture before accepting an offer can help you avoid making a decision you’ll regret. Sooner rather than later.
Set yourself up for success. Like learning about a neighborhood before buying a house, exploring a company’s culture before signing on the dotted line greatly increases your chances of working in an environment that encourages you to thrive.
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