Company culture is often one of the least prioritized factors for job seekers when applying for jobs or considering job offers. However, it is a critical element that can indicate either green or red flags about a company.
Yesterday was World Mental Health Awareness day. So in the spirit of mental health, we thought to shine the spotlight on some workplace “greenlights”.
When job searching, do you consider the workplace culture? Does the work environment even cross your mind? When applying for jobs or considering job offers, factors like salary, benefits, and other monetary perks often take priority. While these are important, one aspect that usually goes unnoticed, but is equally important, especially for work success and happiness, is the workplace culture.
You know how we look out for red flags and green flags in relationships, the workplace shouldn’t be any different! There are red flags that scream "run for your dear life”, and green flags that make you want to stay forever. Let’s be real, if you can spot them early, they can help you decide if to commit, or swipe left on that company. A winning company culture not only drives employee satisfaction, but also boosts productivity, innovation, and loyalty.
Some key indicators of a company’s culture are sometimes right there in our faces, we just sometimes ignore them probably out of desperation to get the job, or we just choose to focus on other factors such as the pay. While some red and green flags may not be immediately noticeable until you get into the company, one of the ways to get as much tea as possible is to ask specific questions during the interview process that would give you a sneak peak into the company’s culture. Again, just like job seekers, interviewers can be great actors too, and tell you what they know you want to hear. A smart approach is to gauge the reaction or body language of the interviewers when you ask culture related questions, sort of like “listening” to what they’re not saying.
Of course, we’ll help you out with a few questions you can try;
Here are some signs to help you spot a winning workplace culture:
Interviewers should feel comfortable asking questions and sharing their ideas, feedback, and concerns without fear of judgment or retaliation; as this is an indication of what obtains with employees. Companies with a winning culture promote honest communication on all levels. HR Leaders need to instill clear and acceptable ways of passing information to employees. This might be a little difficult to spot but like we said earlier, your best bet is to ask questions. During the interview phase, pay attention to how interviewers answer culture related questions. Although, we would advise you don’t dwell so much on culture related questions. A better approach might be to start off with a work related question, and then follow up with a culture related question.
Companies that invest in employee engagement, recognize and celebrate both team and individual wins foster a winning culture. Research has consistently shown that an engaged employee has higher productivity, trustworthy, better retention rates, and are better teammates. During the application and interview process, pay attention to factors that support the employee engagement and recognition, such as reward systems (e.g promotions and awards), team bonding events such as quarterly team hangouts, and other similar activities.
In today’s fast paced work environment, burnout is real. A positive work environment understands that each employee has a life outside of work, and encourages the need to balance both worlds. Whether through flexible working hours, remote or hybrid work options, paid vacations, or a ‘no work on weekends’ policy; valuing the employees’ wellbeing helps to retain staff and keep them happy. In Nigeria’s current work environment, with the rise of remote work and tech adoption, it's also important to assess how a company adapts to these new trends, ensuring you are joining a flexible and forward-thinking organization. Oh, and don’t forget to ask about work hours, break times, annual leaves, etc., if they are not clearly stated.
In today’s global world, and especially as remote work does not seem to be going away anytime soon, corporate and HR leaders should strive to incorporate diversity and inclusion in their company’s values, especially in the area of DEI Hiring (Diversity, equity and inclusion). Although, some may still find this difficult to implement. A diverse workforce brings fresh ideas, innovation, unique and diverse perspectives to the team, and to the company at large. One way to identify if there’s diversity and inclusion in a workplace, is to ask about their team dynamics (in terms of the people), or ask the interviewers if they would like to share any of the initiatives that promote inclusivity within the organization.
This is so important because a company with a winning workplace culture would be open to investing in the employees’ career growth. Growth opportunities in terms of training sessions, financial support for education and skills growth, workshops, mentoring programs, and policies that help the employee grow career wise are usually implemented by companies that take employees’ growth and development seriously. Some companies don’t see this as a benefit to them since these employees may leave to advance their careers elsewhere, with no benefit added to the company. However, investing in employee growth and development helps companies value long term success, and helps retain good employees. Some of the questions you can ask interviewers in this regard include:
Before accepting a job offer, take the time to research the company’s culture. If it is a new company, ask questions. Read employee reviews online, talk to current or former employees (be careful not to overdo it though so as not to give the wrong impression), and get as much clarity as you need during the interview to gain insight into the company’s work environment. A healthy and positive workplace culture will not only help you thrive, but also contribute to your overall wellbeing and career success.