It’s important to know a potential employer’s culture before accepting a job offer. But what does corporate culture mean?
For a start, it goes way beyond the fancy bells and whistles you might see on a company’s website or social media. ‘A good corporate culture must be part of its DNA,’ says Anna Stella, founder of marketing firm BBSA.
‘Culture is a collective heartbeat, embodying what we believe in’
Dan Moyer, vice president of sales and marketing at medical equipment supplier RA Fischer, agrees that the culture should be a company’s lifeblood. ‘It’s more than just a mission statement or a set of core values hung up on the wall,’ he says.
‘It’s about how we interact, how we problem-solve and how we innovate. It’s a collective heartbeat, embodying what we believe in, what we stand for and how we show up every day. It’s about ensuring work is not only productive but fun, fostering a creative atmosphere with integrity as a compass. And above all, it’s about the human aspect – the way we respect each other.’
Culture should nurture
Corporate culture is becoming increasingly important in the battle for talent. ‘Businesses have discovered its direct impact on employee satisfaction, creativity and overall performance,’ says Michael Podolsky, CEO and co-founder of reputation management platform PissedConsumer.com.
‘When you find an environment where you can grow, you’re likely stay longer’
‘A cultural fit between employer and employee helps people work well together,’ says Podolsky. ‘That doesn’t mean hiring folks who are all similar; that’s not great for diversity, equity and inclusion [DEI]. It should be about everyone sharing the company’s main goals and values, but still being themselves and bringing new ideas.’
For most of us a job isn’t just a job, says Jennifer Morehead, CEO of Flex HR. ‘You will most likely also want to find mentors, a helpful manager and friends at an organisation. When you find a collaborative environment where you can grow, you will most likely stay in that organisation longer, which is usually beneficial to the end goals of the company.’
‘Delve into how the company handles adversity and how it gives back to the community’
Moyer believes culture is the fabric that connects us all within an organisation. ‘If the culture aligns with your values, it brings out the best in you, leading to higher job satisfaction and improved performance. But if there’s a mismatch, it can be as uncomfortable as wearing a suit two sizes too small. Finding a company culture that resonates with you can be the difference between simply doing a job and building a fulfilling career.’
Beyond the surface
If you want to research a potential employer’s culture, you need to look beyond the surface, beyond the hip office design or fun perks, says Moyer. ‘These are great, but they don’t define culture. Instead, delve into how the company handles adversity, how it supports its employees’ growth, how it treats its customers and how it gives back to the community.
‘True culture is lived, not just talked about’
‘Seek out reviews from current and past employees and, during the interview, ask questions about how the company’s values are put into practice.’
Explore a company’s output, suggests Verity Gough, communications manager at My Staff Shop. ‘Look at what’s presented on their website, their standpoint on corporate social responsibility, sustainability and DEI. Do they sponsor any charities? What press coverage is out there? What’s their social media like?
Companies with a transparent culture are, Gough says, generally happy to present their work life to the wider world. ‘Social media platforms are particularly good at showcasing the positives and behind-the-scenes glimpses to give a deeper view of what it is like to be an employee there,’ she says.
‘A quick search on LinkedIn can quickly show the people that work there, how long they’ve been with the company – short stints from lots of employees suggest a culture block – and sites like Glassdoor can also provide more insights about organisations.’
Ultimately, when it comes to culture, organisations must practise what they preach. ‘True culture is lived, not just talked about,’ Moyer says. ‘Basically, it’s about feeling the pulse of the organisation and determining if it matches your own.’
Signs of a good culture
When assessing an organisation’s corporate culture, key areas can help a potential employee make their decision:
- Tone from the top: ‘Culture is largely dependent on the strength of the leadership,’ says Gough. The company might have a strong culture of reward and recognition, highlighting the importance of appreciation, celebrating its people and reminding them they are what makes the business a success.
- Mental health: consider how an organisation promotes wellbeing, such as through running an employee assistance programme; according to Gough, this ‘indicates that they support mental health and wellness, and see this as an integral part of the employee experience’.
- Learning: ‘Workplace learning should be more than tick-box training courses,’ says Gough.
- Speaking up: a good culture is like a ‘thriving ecosystem’, says Moyer. ‘It’s where diversity of thought is encouraged, and where individuals feel empowered to voice their ideas.’
- Collaboration: ‘Good corporate culture nurtures collaboration, innovation and bonding,’ says Podolsky. ‘If ideas from the entire team can be discussed at all company levels, this makes all employees feel valued and involved, as well as benefiting business growth.’
