One common misconception about job searches is that job candidates are the only ones being evaluated. Many companies forget that they, too, are being evaluated during the hiring process. Not only do candidates want to take jobs where they can perform competently in a field that interests them (and that pay well, of course), they want to work in a place where they will be happy and fit in.
That’s where company culture comes in. Since the late 1990s, company culture has been a major consideration for many jobseekers, thanks to the Silicon Valley startups that turned the notion of “corporate culture” on its ear. During that time, the idea of work being fun started to take shape, but beyond the ping-pong tables and nap rooms, the turn of the 21st century also saw more companies creating cultures that were inclusive, collaborative, and free of the negativity that defined many workplaces in the past. In fact, the concept of cultural development and change became so important that universities have even developed organizational leadership master’s degree programs to train leaders in how to shape organizational culture.
Still, despite a wealth of knowledge and resources, not all companies have been successful in developing that “dream” culture. Still, all companies have a culture, good, bad, or otherwise. Entrepreneur magazine defines a company’s culture as, “A blend of the values, beliefs, taboos, symbols, rituals and myths all companies develop over time.” When you’re considering a job offer, it’s important that you try to discern as much as you can about that culture before you accept — otherwise, you could find yourself unhappy, or worse.
Why Culture Matters
A company’s culture shows through in everything it does, from the way that people interact with each other and the policies governing employee work and behavior, to the actual work that’s produced. Some companies spell out their culture in a mission statement and actively work toward a specific environment, while others allow it to take shape organically.
Regardless, new employees enter an established culture, and with that comes the expectation that you’ll try to fit in. This is often challenging for those hired for leadership positions, especially those who have taken the time to earn an advanced leadership degree and have a perception of the “ideal” culture and ideas for creating it. Company culture tends to be deeply ingrained, and efforts by new leaders to change it are usually met with resistance.
Even if you aren’t interviewing for a leadership position, though, company culture matters. There are countless stories of individuals who land their “dream jobs,” only to discover that they’re miserable after the initial honeymoon period. Co-workers are unfriendly or uber-competitive, it seems like everyone is married to their jobs, there’s an overall feeling of negativity and frustration — these are all real complaints from employees who wanted to leave a new job just weeks after starting. And on the other end of the spectrum, there are some who dislike their jobs because of the unrelenting positivity or high expectations; for example, not everyone is willing or able to turn themselves inside out to provide exceptional customer service.
So the question is, then, how do you avoid taking a job that’s a poor cultural fit?
How to Evaluate Company Culture Before You Take a Job
Discovering a company’s culture before you take a job requires a little homework, which you should be doing before your interview anyway. Using your knowledge from classes in organizational leadership, identify and evaluate these things:
- Social media. What does the company post online — and what are people saying about the company?
- Employment review sites. Take reviews on websites dedicated to reviews by employees and former employees with a grain of salt. People tend to be more vocal about the things they don’t like than those they do, and disgruntled former workers will take every chance to trash former employers. Still, look for themes in the reviews — they could be illuminating.
- Company website. What does the company say about its own culture? Do the testimonials from employees feel real, or scripted?
- Ask your own network for their experiences and perceptions.
- Be observant during your interview. Assess the office space. What’s the energy like? Are people interacting, or are doors closed and backs turned? Is there a sense of fun and collaboration, or is it quiet and conservative?
- Ask questions. When asked if you have questions, use the opportunity to assess the culture. Ask the interviewer to summarize the culture in a few words, share what he or she likes best about working there, and what people should know about the culture. The answers will provide insight, and show the interviewer that you’re serious about fitting in as well.
A company’s culture can make or break your experience working there, so it’s important to make sure it’s a good fit before you take the job — or use what you find to decline an offer in favor of a better fit.