Culture testing
HOW TO SPOT A NEGATIVE VIBE IN A WORKPLACE BEFORE YOU TAKE THE JOB
Workplace culture has become a deal-breaker for employees who know they can pick and choose where they’ll work. But how to ascertain that culture – broadly defined as values, behaviour and communication style – can be challenging.
Shane Michael Hatton, the author of new book Let’s Talk Culture, says workplace culture is one of the main reasons people leave their jobs.
“They may get a great paycheck and perks but if they feel like they don’t fit in and there’s a sense of misalignment, that’s a good reason to head for the door,’’ Hatton says.
“As people see they have options when it comes to their skill set, realising it can be utilised in different areas, they will ask questions about culture in the job interview.”
Hatton, who is also a leadership specialist, says his research based on surveys of 1002 managers in Australian workplaces found when the workplace culture is strong, a company will attract the top 20 per cent of candidates and retain them.
The results also found 99 per cent believe culture plays an integral role in a company’s success but 90 per cent also say they should invest more into its development and only 16 per cent have ongoing training in how to maintain a good culture.
“A lot of people don’t know what culture is – there are 54 different academic definitions of it,’’ Hatton says.
“But the common thread is that it’s about the shared experience and the way a team operates.’’
He says the best way to learn about a company’s culture is to ask open-ended questions that help you learn how an organisation works.
“They’re not going to tell you that a lot of people swear in the office, for example, which is an element of the workplace culture, but you’ll get a sense of how well they collaborate,’’ he says.
Deakin University senior lecturer in business and law Dr Wouter Vleugels says there is usually a discrepancy between the assessment of work culture between managers and employees.
“It’s possible to get an idea of a company’s workplace culture at the interview stage but the organisation firstly has to have a good, realistic sense of their own core values and what truly sets them apart from competitors,’’ Vleugels says.
Organisations with the strongest cultures generally have greater impact on productivity, satisfaction, and retention but Vleugels says weaker cultures may allow for greater flexibility in individuality.
“In companies with weak cultures (less defined values), employees usually have more leeway to establish their own unique personality and values in the workplace,’’ he says.
“Typically, individuals can make themselves fit in more than one way in such environments.’’
Managing director of EST10 Recruitment Roxanne Calder says as salaries are increasing to lure new employees, culture becomes the crucial deciding factor.
“Because of the skills shortage, people have jobs that would have previously taken them five years to get, so it’s important to know you’ll be working in a supportive environment if you’re taking a job that’s a significant jump ahead,’’ Calder says.
“If you don’t get that support, it can affect your confidence. It’s impossible to just apply yourself now; you have to be supported as well. So you need to ask the person interviewing you how they will support you.’’
While it’s still important to sell yourself in an interview, Calder says the company also has to sell itself in this competitive environment.
“They’re probably offering you a salary you would never have dreamt of and a great opportunity to learn and grow but the culture is a deal-breaker,’’ she says.
If they feel like they don’t fit in and there’s a sense of misalignment, that’s a good reason to head for the door