“Culture fit” is a two way street (2018)
This is a great post and so spot on. At some point in my career my 'review prep' (which was the time I spent working on my own evaluation of my year at a company) became answering the question, "Do I still want to work here?" I categorize my 'review' in four sections (which are each rated at one of five levels, needs improvement, sometimes meets expectations, meets expectations, sometimes exceeds expectations, or consistently exceeds expectations)I start by reviewing how I'm being managed, I expect someone managing me to be clear in their expectations of my work product, provide resources when I have identified the need to complete jobs, can clearly articulate the problem I am expected to be solving, and can clearly articulate the criteria by which the solution will be evaluated.Second I review my co-workers, using a three axis evaluation, can I trust what they say to be accurate/honest, can I count on them to meet their commitments, and are they willing to teach me when I don't understand something and conversely learn when their is something they do not know.Third I review what level of support do I get to do my job. Am I provided with a workspace where I can get work done? Do have have the equipment I need to do what is being asked? Is my commute conducive to the hours required? And finally and most important, does this job allow me to balance work obligations and non-work obligations?Fourth I review whether or not the company mission, ethics, and culture is still one that I wish to be a part of. Am I proud of the company's mission? Do I believe that the leadership will make ethical calls even if doing so would mean less profit margin? Can I relate to and am I compatible with the values that my co-workers espouse and the actions they take? (this is the "company culture" theme, is it still a company that fits me culturally)A company that receives lower than a 3.0 rating I put on a 90 day "company improvement plan" (CIP). I bring issues to the leadership who are in a position to address the situations that I've found wanting and try to secure their commitment to change. If after 90 days they haven't been able to (if they choose not to they're done right away), then I "fire" the company and work to process my exit as expeditiously as possible.