Your issue might be part of the “way we do things around here”. Behaviors are reinforced and repeated within organizations: here’s the link with culture. Behaviors are motivated by values and beliefs (what’s important) and the benefits they offer. You might find that the answers highlight a pattern of repeated behaviors. Why don’t I solve it? What and who do I need to help me? How could I get started? Who is involved? Who benefits from the issue? Who lets it be? Who has the power to tackle it (and why don’t they)? What happens exactly and what’s the effect? So, if problems persevere, check the facts to find the culture factors at play: Many issues can be solved or bypassed by a creative team. Whether it’s slow procedures, lack of resources, bossy leaders, endless meetings or dissatisfied customers.
If you’d like to stay where you are, but you have some challenges and issues: how do you solve them? How do you know when it’s a culture problem or not? The culture will influence any issue at work. The answers will give you an idea of how well you’d fit in: listen for collaboration and support, for choices and freedom, for voluntary attendance, for active engagement, brainstorming, for rapid and regular sharing of information, for learning, and a low power distance between leaders and associates. How would they describe the leadership style? How often do people talk with their leader? What’s the road a new idea must travel before becoming a new service, product, or project? What does an average work day look like? What is absolutely not done over here? What do you need to do to become employee of the month in your organization? How long do meetings last, and are meetings for information exchange, brainstorming, or decision making? Check what is mandatory and what associates can choose to do.
If you agree with that research, ask the recruiter: how do they respond to mistakes? What decisions can associates make without consulting their supervisor? Ask for examples of how colleagues work together.
When are you at your best? When do you thrive? Research suggests that a positive culture develops when there’s a shared meaningful purpose, a focus on what is working well (the half full glass), collaboration, learning, and autonomy. What is your ideal Culture?įirst, ask yourself what your ideal organization culture would be.
Nice to use, but whether you feel at home depends on the people and how they treat you. The happy hour or other perks (even though very nice) are like the furniture. Whether you’re applying for a position or staying where you are: don’t get blinded by secondary features. Do people value people, results, procedures, new ideas? What do they ignore, and thus tolerate? What’s normal? What’s “not done”?Ī company culture influences all the teams in an organization but also the other way around! Every team develops their specific team culture and contributes to the organization culture. Just look at the repeated interaction patterns and you’ll get an idea of the “way we do things around here”.Įverything that happens as a pattern (repeatedly) is a reflection of the culture: what people prioritize, what the criteria for success are, what they tolerate, what they say and what they do. Culture is reflected in every action and interaction. Look for CultureĬulture goes deep, from values and beliefs to daily habits, and it’s about everything. Whether you are looking for a job, contemplating a move in your career, or staying where you are: what is your ideal organization culture? When would you be at your best? Remember that your time on earth is priceless! Don’t settle for the daily grind.