When job hunting, it’s important to look beyond just the job responsibilities and salary. A strong organisational culture can make all the difference in your job satisfaction and success. Organisational culture is not ping-pong tables and free meals (although that may be a part of it), it is more about the company’s holistic approach to its employees and the way it does things – it’s how companies do things.

During your application process take your time to research a company and remember that interviews are two-way! You’re also gauging whether a company is a good fit for you.

5 signs of a strong organisational culture

Here are the top 5 signs of a strong organisational culture to note when job hunting:

Clear company values

A strong organisational culture is built on clear company values that guide decision-making and behaviour. Look for companies that have a clearly defined set of values and incorporate them into all aspects of the business. If a company doesn’t have clear values or can’t articulate them to you, it could be a red flag.

Opportunities for growth and development

A strong organisational culture values its employees and invests in their growth and development. Look for companies that offer training programs, mentorship opportunities, and clear paths for career advancement. If a company doesn’t offer these opportunities or doesn’t prioritize employee growth, it could be a sign of a weak culture.

Positive employee reviews

Do your research and read reviews from current and former employees. Look for companies with positive reviews that mention a strong culture, supportive management, and opportunities for growth. If the majority of reviews are negative or mention a toxic work environment, it could be a sign to steer clear.

Employee retention rates

A strong organisational culture values its employees and actively strives to retain them. Look for companies with a high employee retention rate, which can be a sign of a positive work environment and satisfied employees. If a company has a high turnover rate or a history of laying off employees, it could be a sign of a weak culture.

Transparent communication

A strong organisational culture values transparent communication and fosters open dialogue. Look for companies that prioritize clear and frequent communication with employees, including regular performance feedback, company-wide updates, and opportunities for employees to provide feedback. If a company is vague or unresponsive in its communication, it could be a red flag.

Looking at the positives is important – but it’s also worth noting the red flags when valuing organisational culture.

Keep an eye out for these signs of bad organisational culture:

Lack of diversity and inclusion

A company that lacks diversity and inclusion in its hiring practices and workplace culture can indicate a weak culture that doesn’t value all employees equally.

Poor work-life balance

A company that doesn’t prioritize work-life balance can lead to burnout and a negative work environment.

High-pressure sales tactics

If a company relies on high-pressure sales tactics or unethical practices to drive revenue, it could be a sign of a weak culture that values profits over employee well-being and ethical business practices.

Negative media coverage

Research a company’s recent news coverage and public reputation. If a company has been in the news for unethical practices or has a negative public image, do you really want to work for such a company? It does not reflect well on company culture and its values.

Lack of transparency in the hiring process

If a company is not transparent about the hiring process or job responsibilities, it could be a red flag that the company is not forthcoming with its employees.

When job hunting, it’s important to pay attention to both the signs of a strong organisational culture and company red flags. By doing your research and asking the right questions during the interview process, you can find a company with a culture that aligns with your values and priorities.

Share this article with a friend or colleague.

How does your company approach organisational culture? Write to us here.