Watch for red flags - tips for avoiding a poor organisational culture
A few weeks ago, we asked our jobseeker community on LinkedIn: "What’s the hardest thing to find in a role right now - skills fit, culture fit, flexible work or the right salary?" Given the high cost of living (and knowing that our jobseekers are always keen to know how much a role pays before applying) we guessed that salary might come out on top.
But it didn’t.
The hardest thing for jobseekers to find turned out to be the right culture fit. Finding a role with flexibility was the next most popular choice, which in some ways ties into culture. Salary was third, and finding a role with the right skills fit was way down the list.
So what does that tell us? It tells us that jobseekers find it relatively easy to find a role that matches their skills. It also tells us that jobseekers are looking for more than a role where they can put their skills to use. They want to work somewhere where they feel like they fit. Not just for what they can do, but for who they are, their values, and the way they want to work. And finding that is more difficult.
Signs of poor organisational culture
Sometimes it’s hard to really know a culture until you are working in a place day-to-day, but, as a jobseeker, there can be signs that a workplace isn’t right for you before you accept a role there.
Red flags can include:
high turnover
disorganised hiring or onboarding processes
poor communication between managers and team members
signs of micromanagement
pressure to work extra hours or after normal hours to get things done
vague answers to your questions about working practices or team dynamics
a reluctance to discuss employee well-being policies
How to research an organisation’s culture before accepting a role
Research online
Take a look at the organisation’s website and social media platforms and see what they are up to and how they talk about their culture.
Read the job ad carefully
A good job ad should tell you a bit about the organisation and its culture as well as listing all the requirements for the applicant. Be wary of job ads full of buzzwords and claims that don’t seem to be supported. Look for concrete evidence of good culture such as flexible work or leave options, diversity policies or well-being programmes.
Use the interview as a research opportunity
Yes, the interview is where you talk about yourself and how great you’d be in the job. But it’s also a chance to ask questions about the culture and policies. Ask direct questions such as:
How would you describe the company culture?
What types of people thrive here?
How does leadership support professional growth and work-life balance?
And, beyond the actual interview questions, it’s a chance to see how the interviewer or panel interact with you, how other employees treat you and what the general atmosphere feels like.
Seek out the views of current or former employees
You could do this directly by asking the recruiter if you can speak to a current employee in the team you’d be part of before accepting the role. Or indirectly by looking at social media like LinkedIn or sites such as Reddit for mentions of the organisation. Do remember to evaluate comments carefully though, especially from former employees as there may be more to the story than first impressions suggest.
Remember - you spend a great proportion of your life at work. Don’t waste it in a culture that doesn’t make you feel good about getting up for work every day!
A version of this article originally appeared in our LinkedIn newsletter Purposeful Pulse. You can follow us on LinkedIn and subscribe to the newsletter here.
