There is research to back up that the majority of people leave an organization because they don’t like their boss and/or the organization culture. I urge you to place greater emphasis on the organization culture because that rarely changes. Here’s why.

38833990_sThe organization culture is an important part of a decision about where you work, just as knowing who will be your manager and what kind of work you will be asked to do.

Perhaps you believe that the most important decision is – who will be your immediate boss ? Do you respect him or her? Will you learn from them or will they give you some rope instead of feeling confined while doing your job? These are all important questions about having positive interactions with your boss.

While it is important to focus on what kind of boss you will have, I challenge you to consider it might be more important to consider the organization culture for a number of reasons:

Your boss will probably not be your boss in a couple of years. He or she will move up or out of the organization and that means you will have a new boss. Sure, it is important for your on-boarding to have a great boss, that time will pass. Long term, the relationships you form and the organization culture will define your happiness.

Even if you have a great boss and if the organization culture stinks, you will not be happy. One of three things will happen:

  1. Your boss will leave.
  2. If they stay, they will become powerless.
  3. If they stay, they will succumb to the swirling negativity to survive.

Your boss will not be able to protect you. It won’t be their priority nor will they have the time as they figure out how to maneuver how to survive within the culture.

Determining if the culture is a good fit can be difficult. As you interview, you are likely to hear glowing reviews of the organization. To find out about the culture, dig in and ask some tough questions such as:

  • I read about the behaviors the company supports and promotes. Give me an example of when someone did not demonstrate the company behaviors and what was done about it.
  • I am interested in some examples of how communication is fostered and promoted within the organization. How often is it done?
  • How would you describe the organization’s culture? Is there a difference between what management wants to have in place and what is actually in place? How is management moving the organization forward?
  • Would it be OK to speak to some of the other employees? Then as you walk through the halls, stop and talk to someone on the spot.
  • Can you give me some examples of the how the leadership walks the talk about (example).

Another option is to contact ex-employees and ask them about the culture. LinkedIn is one place to find ex-employees who might be willing to share their view of working at a specific location. Online there are some other resources such as Glassdoor that may help you with what questions to pose.

Bottom line: Don’t discount the organization culture. It may seem hard to measure and the more questions you ask, the more informed you will be when you accept that job offer.