Asking the Right Questions to Decode Corporate Culture
“Fit” is of growing importance to professionals as they seek their next opportunity. The result of a
2006 Gallup poll reinforces this. It states that job seekers will more often bypass a higher compensation for a better working environment (i.e. culture). This says loud and clear that a good cultural fit is an increasing value for professionals. So how do you assess cultural fit?
A culture in general is defined by its people, language, environment and behaviors or traditions.
This is how we begin to look at an organizations culture. Much of the information gathered about a company’s culture comes through networking with individuals in a target company and during the interview process. Decoding the culture starts with knowing the right questions to ask. Below are some suggested questions to consider when assess the culture of an organization.
People.
When decoding a corporate culture I encourage clients to look around at the demographic of employees. Is everyone about the same age, race, and gender, or is it intentionally diverse. What is the professional and educational background of the employees?
Does everyone have a minimum level of education like an MBA or JD or does hands-on experience hold greater value? Does the company value certain credentials, like six sigma training, or series 7 licenses as a minimum requirement for consideration? Where did the top leadership come from? The culture of an organization is often set by the top leadership. Knowing the background of the top leadership such as Sales, Finance or Operations, will give you a good idea of where the focus often is. Determine how these factors align with you to best anticipate how you will fit.
Language.
Understanding the language and communication style of an organization can offer great insights into its culture. Is it a culture that reinforces face to face communication? Does most communication occur in meetings or through memos? Is the communication style technology dependent? Will you receive an email from your colleague in the neighboring office/cube? Do employees communicate through instant messaging or Blackberrys? In terms of language, some company cultures have such a specific language it requires a manual to understand all the acronyms, lingo and jargon, is this the case at an organization you are considering? Answers to these kinds of questions will lend great in sights into a company’s culture and again knowing your communication style and preference will you determine alignment.
Environment pertains to the physical environment. When you look around is the pace relaxing and calm or frantic? Are things orderly or are there piles of unfinished work everywhere? Is it bright and airy or is it a sea of endless cubes? Are employees dressed casually or in business attire? Does the physical environment lend positive or negative energy? An organization ’s physical environment is often overlooked, but in talking with various employees, it contributes heavily to job satisfaction.
Traditions or Behaviors . Assessing an organizations culture also has to do with how the organization as a group of employees collectively conducts itself. This is about integrity. Does the organization behave in a manner that is consistent with its words, promises, and mission statement? Is it employee focused? Are there development plans, career paths, and mentoring programs? Is teamwork encouraged or discouraged? Is success defined by level of collaborativeness or competitiveness? Understanding what your values are and what is important to you compared with an organization’s values is often a great predictor of job satisfaction.
So there are various factors to consider. Decoding a corporate culture is complex but hopefully by knowing the right questions to ask you find that good fit.
Karen Kodzik, Consultant- Cultivating Careers www.cultivatingcareers .com