A 3-Step Guide to Investigating a Company’s Culture

Always educate yourself about the organizational health of a company before accepting a job offer. 

Wish you could fly? When you investigate a company culture before accepting a job offer, you're sketching a picture of the company using a bird's eye perspective. You probably don't have an insider's insights into the company's quirks, strengths and skeletons when you're searching for a work zone that's free of constant discord, poor management or harassment.

Lucky for you, infiltrating the company as a spy or developing x-ray vision aren't your only viable options when you're searching for a good company with a great work culture. You already have what every recruiter and hiring manager depends on—your gut and the ability to gather clues.

Here are three steps to take when investigating a company's culture:

1. FIGURE OUT WHERE YOU'RE GOING.

A basic awareness of some major problems that sicken work cultures can help you label your hunch that trouble's ahead. A few problems that can lead to a decline in organizational health and a positive work culture include:

  • Ineffective company leadership styles

  • An ineffective or lackluster mission statement

  • Poor accountability for each person in the company

  • Unclear company goals and rationales

  • Broken lines of communication

  • An unhealthy process of dealing with conflicts

  • Unresolved conflicts

Unhealthy workplace dynamics often come into play when leadership commands employees and doesn't listen to feedback, leaving problems unresolved and creating resentment. And without clear communication between departments and employees, the collaboration that helps employees reach common goals often disappears. And without clear goals or a well-used mission statement, holding each person accountable becomes difficult because expectations are unclear.

All of these problems can weaken company culture, and the effects can leave you wanting to fly far away. Of course, disagreements with a co-worker or manager can crop up in even the most positive and open settings. So look for a work environment where you're empowered to peacefully resolve those conflicts.

2. KNOW YOUR SOURCES.

A list of sources can focus your attention when you want to systematically compare clues and your responses to them. Helpful sources include:

  • Reading online employee reviews on Glassdoor or Indeed

  • Reading online customer reviews of the company

  • Asking current and past employees investigative questions

  • Asking calculated questions during the interview process

  • Keeping an eye out for clues—including red flags—during the hiring process

3. LEARN TO SPOT CLUES.

Generally, your sources are only as good as the questions you bring to them, so acquaint yourself beforehand with some signs that hint a company treats their employees, job candidates and customers as if they aren't important.

When you spot a clue, you might want to dismiss it. You might wonder if what you're seeing really matters. No one wants to pass up a good opportunity just because an online stranger trashed the company—and winding up miserable because you didn't trust your gut is just no fun. It's possible that you caught someone on a bad day or that a company's culture is mostly healthy but has an issue that doesn't worry you. It's also possible that one department in the company has a more acute problem than another department.

The list of possible explanations might really be endless. And the process of becoming better informed doesn't replace your judgment. So in this decision-making process, you share something in common with hiring managers who run background checks. You both have to decide whether you're ready to take the risk.  

With your game plan in hand, the one thing you can always do is practice acting on your own behalf. 

Your instincts, combined with solid information, create a more informed picture of what life might be like with a new company. And though you can't know with certainty if a new employer will treat you right, you can build confidence in your ability to make more informed decisions before you take the leap. Healthy organizational culture is important—don’t skimp on your research; it will only hurt you.

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