How to Determine Company Culture

Company culture is the shared values, behaviors, attitudes, and standards that shape how an organization operates. It gives people a shared sense of identity across the organization. The importance of cultural fit is often underestimated when people are embarking on a new job, which can be a costly mistake when there’s a discrepancy between personal work preferences and the existing company culture. Strong culture turns a company’s purpose into everyday behaviors and decisions, so when the fit isn’t right, you may find yourself job hunting again much sooner than you anticipated.

If you’re a job seeker or professional weighing a new role, knowing how to evaluate company culture before you accept an offer can save you from a poor match and help you find a workplace where you’re more likely to thrive over the long term. This article shows you how to assess culture through a company’s website, employee reviews, and thoughtful interview questions, then weigh what you learn against your own priorities and working style.

Conduct Company Research Using Your Existing Skills

First, check out the company website to see its mission statement and get a feel for its culture and core values. Pay attention to the language and the photos they use on their career pages, which will give you an idea of how the company wants to portray itself and how culture can shape talent acquisition and retention. Take a look at the company’s presence across social media platforms, too, as that can help you assess how the business presents its culture to potential candidates.

Visit sites like Glassdoor to see how employee reviews stack up against the company’s portrayal of itself. You won’t hear about a lack of diversity from a hiring manager, but an anonymous employee might have something to say about it. Poor culture can also show up in a fading identity, low customer engagement, and difficulty hiring. While this first-hand feedback can give you insight into what it’s like to work at a company, though, remember to consider that it might be biased or resentful.

You can also reach out to present and former employees on LinkedIn. Internally, organizations often use surveys, focus groups, or team assessments to identify their current culture, which can help you interpret what employees share publicly. Whether their views are positive or negative, you’ll find that most people are willing to share some insights about the company’s culture.

Ask the Right Questions to the Hiring Manager

Your research not only offers you a clear view of the company, but also arms you with questions and observations that highlight your interest in the company and demonstrate your diligence, attention to detail, and care for the future of the organization – all qualities of a great employee. As you prepare for these conversations, consider how the questions you pose will shape your interviewer’s perspective of your personal, professional, and financial objectives, and keep them relevant to your goals and the current position you are evaluating.

Pose open-ended questions that spark a natural, honest discussion. Ask things like:

• How would you describe your current organization and senior leadership team?
• How long have your senior leaders been a part of the company and what range of perspectives do they bring to the table?
• What attracted you to the organization? Why do you stay?
• How do you celebrate as an organization? What are some examples of recent achievements and who contributed to those milestones?
• What sorts of professional development opportunities do you offer, including training, courses, continuing education, professional development courses, classes, workshops, and industry conferences? Ongoing professional growth and career growth opportunities are closely tied to job satisfaction: 74% of employees say a lack of development limits their potential, and 94% would stay longer if employers invested in development.
• Is there a leadership development program or other ways of developing leadership skills and new skills beyond existing skills?
• How does the organization create an environment where each person feels comfortable to talk about new ideas, concerns, and feedback?
• Does the company encourage and support employee participation in community and philanthropic endeavors, and how do shared expectations and values help the team collaborate and contribute effectively?

Keep an open mind for Career Advancement

Take the time to assemble all of the information and observations you’ve made before, during, and after the hiring process into a cohesive picture, but remember the Hiring Process is only one point of evaluation. As you decide, have a clear plan and a sharp focus on how everyday decisions reflect the values employees are meant to experience. Think back to your deal breakers – the cultural values that are non-negotiable – and make sure the new opportunity passes the test.

A clear culture helps employees make decisions that align with the organization’s goals and supports business success.

At the same time, keep in mind that there’s a difference between points of view that challenge your own and values that completely conflict with yours. It isn’t ideal for anyone’s growth – personally or professionally – to limit themselves to only confirming opinions and perspectives. If you’re passionate about contributing to an organization’s culture and effecting change, remember that a positive culture is built through intentional leadership, open communication, and everyday actions that reinforce values, so you may find that you can consider a position with a company that needs improvement if you think you can enrich the company’s positioning, brand, and overall culture. Strong cultures also adapt more easily to change, and flexible environments show employees that their needs matter.

No matter the environment, there will be times in any company culture when you’ll face challenges and experience some doubt. But by seeking out a company whose overall values and core beliefs align with yours, you’ll be more likely to find long-term satisfaction. Frequent recognition, support for growth, and a healthy culture can also improve morale, productivity, job performance, and long-term success.