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All of us are unique, they say, and so are organizations. Every
company, though comprised of diverse individuals, adheres to a
common belief (and behavioral) pattern -- its culture -- that
impacts everything, from business decisions to policies and
procedures to work environment.
It is very important to understand this culture as it could have
far-reaching consequences impacting career paths, promotions,
compensation, value and belief systems, and even an employee’s
peace of mind.
Defining a company’s culture, however, is challenging as it
requires one to assemble and evaluate, often, intuitive and
indirect information.
I have outlined a few tips and strategies that will help:
Company research
Industry associations, news coverage, press releases, company
websites, employee blogs -- all of these are valuable resources
that can provide important information about a company’s culture.
The “Google
Jobs” page, for example features detailed information about the
environment at Google.
In addition to direct information, a corporate website’s overall
look and feel can also reveal a lot about its philosophy and
mission. I often look for indirect clues, such as the tone,
writing style, colors, etc.
The actual interview
If you are currently interviewing, the interview process may
also offer several hints. Look out for patterns that may surface
during the discussions.
Depending on the interviewer’s personality and the level of
comfort you establish, you may be able to ask the following
questions:
What is a typical career path for someone starting from my
position? How are people promoted? (Look for trends.)
Will I be expected to work with teams or alone? (Helps determine
the work philosophy.)
What professional development programs are offered to employees?
(What is the pattern here? Is it leadership? hands-on skills
development? overall development? The answers will give you an
indication of what the company values in its employees.)
What benefits does the company offer? (Sometimes, the benefits
may include free gym membership or flexible work hours.)
While asking questions, don’t ever give the impression that you
don’t like the responses. Always sound enthusiastic about the
answers.
Caveat: Don’t make the mistake of judging the entire company
based on just one interview or interviewer.
Speak with key individuals
Employees, recruiters, receptionists, vendors, customers,
contractors, etc. -- all of these contacts could be valuable
sources of information.
If someone in your network works at the company or knows someone
in the company, you may have the opportunity to ask the
following additional questions:
How would you describe the company’s culture?
What is a typical workday or workweek like?
What would you say about the work environment here?
What are the most important values?
How easy is it to communicate with senior management?
What do you like the most about this company? least?
Visual cues (onsite)
If you are observant enough, and have the opportunity to
visit the company, you may be able to spot patterns. How do
the employees interact with each other? How are they dressed? Do
they look happy? Are they friendly? In addition to people, the
décor and ambience may also provide several clues about the
culture. How is the office layout? Is it conservative? fun? What
paintings do you see? Do employees work in cubicles? Where are
the offices of senior management? Do employees have family
pictures on their desk? What screen savers do you see?
Get the point? Keep your eyes wide open.
Be careful, though, sometimes visuals could be misleading so
don’t jump to a quick conclusion. Carefully deliberate on
everything you see.
Internal information
What does their mission statement say? Mission statements
often detail vision, policies, and driving principles.
Voicemails and e-mails
The tone of employees’ voicemails and e-mails can help gauge the
organization’s personality. Do they use just first names in the
e-mail addresses? How formal do the voicemails sound?
Recruitment news
The recruitment of a C-level executive is often a great PR story
for most companies. Hiring senior executives is a complex
process where there is intense deliberation about “fit”. Reading
such PR stories can provide a glimpse into what the company
stands for.
Sponsorships
Does the company sponsor community events? Does it work with a
certain foundation? Again, this information can help you
understand the issues important to the company.
Researching corporate culture can often be a challenging and
time consuming process, a process that requires thorough
research, astute observation, and careful deliberation. It is an
important step, however; after all, work, just like
relationships, is always about the “right match”.
Nimish
Thakkar is a certified career coach, outplacement consultant,
and resume writer with
ResumeCorner.com
and
Sai Strategies. He also serves as the chief
editor of
SaiCareers.com, a site that provides free
information and resources on a wide range of career topics, from
resume writing and career management to networking. Thakkar has
worked with thousands of clients and has authored over 100
articles. He holds two graduate degrees, including an MBA.
Nimish can be reached at
nimish@resumecorner.com. |
