We have a great Culture — Think again!

Culture Eats Strategy for Breakfast!

No, it won’t — unless you can genuinely decode your organisation’s culture. And no, it’s not just about work-life balance or how your managers treat you. These are only the tip of the iceberg. Culture is deeply rooted in how your business functions every day.

In employer branding and beyond, “great culture” is often an overused term to attract candidates or engage employees. It’s like claiming to be a “Great Place to Work,” which can mean a myriad of things to different people.

Take a look at this post from Bolt, where their team candidly states that their culture isn’t for everyone. That’s their culture! It suits their business and attracts people who align with their ways of working.

So, what are the underrated key components of company culture beyond the obvious?

Ways of Working: No, it’s not just “collaboration” — too vague! How does the team function on each project? What tools, processes, and methodologies are employed? Are they rigid or flexible in their approach? What tools do you need to master, and do they help achieve business goals?

Communication: No, it’s not just about Slack or MS Teams. How are teams distributed? How often and what do they communicate? Is there a foundation of trust, or does everything need to be documented with a note “as discussed”?

Decision-Making: How are team decisions made? What is your role in those decisions? Are you merely a pawn, or do you influence the outcome? Is decision-making top-down, or do you have a say?

Projects/Priorities: How are project priorities determined? Does the culture allow room for a curious mind to bring innovative ideas to the table?

Meritocracy vs. Position: While someone senior may have the final say, do they pay attention to the smartest person in the room? How and who gets promoted, and based on what criteria?

As a candidate, it’s crucial to ask questions about these aspects to find the best fit for the organisation and yourself. “Great culture” is a subjective term with no one-size-fits-all approach.

For employer branding professionals, HR, business teams, and leaders, it’s essential to discuss culture in a way that decodes its nuances simply. This is the best way to attract professionals who align with your culture and vision.

Remember, you don’t need to attract the “best” talent but rather the talent that fits your business and culture for optimal results for both parties.

What are the other underrated components of “great culture” that you think are important? Comment now!