Cutting into the Company Culture

The position, pay and perks were exactly what you hoped for and the job search didn't take that long after all. You even got that corner office with a view of the palm trees and city skyline that you were craving. And yet, four weeks after joining, it all doesn't feel right; in fact you feel quite miserable and depressed about the new job. So what went wrong? As the career experts at the Middle East's #1 job site leadership has taken steps to align the culture with the company's goals, the slower that pace of change will be.

Why is it important to define a company's culture?

Working at a company where the vision, mission, ethics and values, as manifested by the norms of the group, or as articulated in the company handbook, are incongruent with yours can be highly stressful, unrewarding and counterproductive. Employees who clash with the company culture may feel their acceptance by the group wane and will generally experience a feeling of hopelessness and despair with their surroundings that will probably permeate their attitude and influence their productivity and longevity in the position. Employees who really feel at odds with the culture and alienated by it may start experiencing all the symptoms of depression with the result that their work performance may be severely impeded.

You are far from likely to advance and excel in a company if you are dissatisfied with the work conditions and environment or if the generally acceptable behavioral cues are alien or unacceptable to you.

Professional career consultants at top executive search firms such as company culture?

So how can you determine a company's culture before it is too late and you have already signed on the dotted line?

The answer is to be a keen observer and ask all the right questions at the interview stage, perhaps right after you receive the offer letter, but before you sign your life away. If you have friends or acquaintances in the company, even better; have them elaborate on what it is really like, on a day-by-day basis, to work for the company.

Better still, ask to visit the company for a day to spend time with the people you will be working with if permissible or to attend a meeting where you can observe the people in their own surroundings and analyse, albeit to a very limited extent, their interactions and modus operandi. If that is out of the question, ask for a tour of the company.

It is important to meet every person you will be working with so if you haven't yet by the time you receive the offer letter, ask before you sign it. When you do visit the company, trust your instincts, and don't turn a blind eye to screaming cultural cues, be it a highly clinical atmosphere, happy friendly faces in the cafeteria, a row of consistently closed doors, a throng of people playing pool in the lobby area or an un-budging full house at6 pm.

Online reviews such as on Salaries by Bayt.com, blogs, company message boards, college alumni boards and other networking sites are also a good way to make enquiries about a company's culture and to assess the 'intangible' benefits or drawbacks of working there. Contact your college alumni association, find out if there are fellow alumni who work at the company and ask to speak with them to ask the questions you really need answered. Suppliers, competitors and clients can also often shed valuable insight into the company's culture.

What are the key questions?

The following are some key questions that can shed light on the company's culture and should help you make the decision as to whether your values and life choices are consistent with the company's. The more the interviewer or employee can articulate answers to the following questions, the less likely you are to be taken by surprise the first week of the job. Watch out for the word unspoken and the question left unanswered as that may also shed some light on what areas the employer may be weak in or prefers to leave unaddressed.

• What is the company's vision, mission and value statement?
• What are the company's main priorities for the near and intermediate term and what does it mean for your role and division?
• How would you describe the work environment? Is it formal or relaxed? Is the dresscode casual? Do people sit in an open space that encourages open communication or are they compartmentalized in closed offices or cubicles? Is there a company cafeteria or other casual meeting place?
• What does it take for someone to advance and succeed in this company? How are expectations communicated? What behaviors, skills and character traits are rewarded?
• What are the opportunities for growth in the company? To what extent is the company a meritocracy? (Ask for examples)
• What performance appraisal systems are in place? How often are they administered? Do they apply to everyone? If not, who do they apply to?
• How does the company reward its employees? Do employees have access to a profit-sharing plan? Are bonuses a significant part of total pay? Are there regular recognition awards for exemplary performance?
• What is your company's view on work/life balance? Are flex-time arrangements possible? Does the company have daycare facilities? Is there a company gym? What are the hours expected on the job and what are the hours actually maintained by most employees?
• How are decisions in the firm made and communicated? What latitude is there for individual decision-making?
• To what extent are employees empowered?
• How much room is there for initiative, creativity and innovation?
• To what extent are employees encouraged and able to maintain360 degree communications with all around them? Do people from different departments interact?
• How and how often does leadership communicate with employees? Are employees frequently brought upto speed on the big picture?
• How political is the company?
• To what degree is diversity emphasized? Is the uniqueness of each employee celebrated?
• What is the company's commitment to the training and development of its employees? What form does this training take? How frequent is it? How does the company invest in its people?
• What is employee turnover like? What actions has the company taken to attract and retain top calibre employees? What are the main reasons people leave the company?
• Does the company promote working individually or in teams?
• How would you define the customer orientation of the company?

At the end of the day, if you are looking to advance and excel in a company, you are better off in a place that upholds the same set of values you do or at least where there is no significant cultural clash and you do not feel your ethics, values, objectives or sense of integrity are being compromised in any way. Forewarned is forearmed as they say and while you will never really know a company till you work there, diligent detective work and the right line of questioning should at least avert any substantial surprises once your new business cards have been ordered and your nameplate is at the door.