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.
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.
Posted by: mike lally | December 05, 2008 at 10:16 AM