Finding the right fit, culturally speaking

Have you ever found yourself in a company and realized that it isn't right for you?  You may feel it is dysfunctional, management's communication style is harsh, you have different values from your co-workers, there's no opportunity for growth, or whatever?

Can you change any of the things you don't like about the company?  Not easily.  And even if you could, how long would it take for those changes to come about?  Maybe longer than you would want to be there. 

Usually we don't notice these differences during the interview process.  There may be glimpses of some, but typically we tend to ignore the signs.  Just as employers have difficulty defining what they are looking for in a candidate, so do we have difficulty identifying what we want from an employer.

Select your preference from each category. Rank in order of importance your top 3.

Decision- making		Centralized decision-making		Decentralized decision-making
Competition-cooperation		Cooperative atmosphere		Internal competition
Career path		Well-defined career path		Flexible career opportunities
Atmosphere		Casual atmosphere		Formal atmosphere
Responsibilities		Clearly defined responsibilities		Varied/fluid responsibilities
Procedures		Loosely defined procedures		Formalized procedures
Goals		Clear, well-communicated vision		Flexible, adaptable corporate goals
Focus		Focus on public good		Focus on company success
Rewards		Individual performance-based rewards		Team-based rewards

Now that you have determined your top 3, begin crafting questions to ask during an interview or while networking that will shed insight on the answers.  I really don't mean asking questions like, "Does your company have centralized or decentralized decision-making"?  Instead, the question may sound like: "When requisitions need to be signed, what is the process" and then, "How long does that typically take"?  Ask the employer the same type of "Situational questions" they are asking you in interviews..."tell me about a time when one of your employees was recognized for an accomplishment".

For those employed, can you do what it takes to change the culture or will you begin looking for the next great employment opportunity? If you decide to stay, what will the short term implications be?  Will you disengage and become less productive?  Will you argue with management, will you disagree with co-workers, will you become negative on the job?  These are dangerous behaviors that can/will lead to termination, so be careful. 

Fit and belonging is our responsibility.  We can either move on or adapt our expectations and behavior.

Have you ever had a bad fit?  Let me know.

Comments

[mike lally]

I have had a bad fit. I learned from it. I learned a LOT from it actually. But it was a HORRIBLE fit. To use your checklist:

DM - all decisions had to be blessed by the dictator. which were often second guessed and then blamed on the person who motioned for the decision.

Cooperation - non-existent - it was so hostile that it was every man/woman for themselves

Career path - non-existent internally, externally it allowed me to add another set of skills to my tool box

Atmosphere - Thunderdome. Kill or be killed.

Responsibilities - very clearly defined in the dictator's mind, shared only when someone to blame was needed

Procedures - we had fairly well-documented procedures. I especially liked the one where employees had to raise their hands and ask permission to go to the bathroom. not joking.

Goals - very well documented. No flexibility. Rarely based on real data. Usually based on the need to recover cash flow due to gambling losses.

Focus - all about the benjamins

Rewards - leaving. That was the best reward. It was a good day if you weren't flogged.