Understanding Company Culture During Interviews

If you're in a leadership role, you are the culture. The way you show up in meetings, the way you handle conflict, the way you praise, promote, or punish people - that is the culture your people feel every day. HR can support, coach, and embed values into systems, but if leadership behaviour is in conflict with the values the company says they hold, then we're pushing a boulder up a hill. If your culture feels off, don’t ask what HR is doing about it - ask what you are doing that’s being copied, tolerated, or rewarded. Culture isn’t what you say in an all-hands, put on a wall or in a framework - it’s what you allow every day. #leadership #culture #values

If you want to understand a company’s real culture during an interview, ask better questions. Titles, perks, and mission statements do not tell you the truth. People’s answers do. Here are the top five questions that reveal more about a company’s values, leadership mindset, and psychological safety than any website or brochure ever will: 1. What behaviors get rewarded here and what behaviors get quietly tolerated? This tells you the real culture, not the aspirational one. 2. Tell me about a time someone spoke up, disagreed, or challenged a decision. What happened next? If they have no example, there is no psychological safety. 3. When your best people leave, what are the most common reasons? The answer reveals retention issues, leadership blind spots, and the company’s willingness to own the truth. 4. How do leaders show that people are valued beyond their performance? If the answer is all metrics, the culture is transactional. If it is about growth, support, and well-being, the culture is human. 5. If I joined and you looked back a year from now, what would make you say I was a strong culture add? This shows expectations, values in action, and what success really looks like. Bonus question worth asking every time: How do you handle someone who is a high performer but toxic to the culture? The answer to this one tells you everything. The right questions protect you. They reveal misalignment early. And they help you choose the environment where you can actually thrive. Which of these would you ask in your next interview?

Innovation is the lifeblood of progress, but it doesn’t happen by chance. It’s cultivated in environments where team members feel safe to share ideas and challenge the status quo. Creating a culture of innovation means nurturing an environment where bold ideas can flourish. It’s about openness, diverse perspectives, and the freedom to experiment. When people feel empowered to speak up, creativity thrives, and true innovation follows. So, how do you create such a culture? 1️⃣ Embed a Growth Mindset: Encourage continuous learning and development across all levels of the organization. Provide resources for professional growth and celebrate learning milestones, fostering an environment where knowledge and skills are constantly evolving. 2️⃣ Facilitate Cross-Functional Collaboration: Break down silos and encourage teams from different departments to work together. Cross-functional projects can bring fresh perspectives and spur innovative solutions that wouldn’t emerge in isolation. 3️⃣ Implement Structured Feedback Mechanisms: Establish regular feedback processes focused on constructive criticism and actionable insights. Ensure psychological safety so team members feel secure, viewing feedback as an opportunity for growth rather than critique. 4️⃣ Encourage Calculated Risks: Promote a culture where calculated risks are welcomed. Empower your team to explore new ideas and approaches without fear of failure. Recognize and reward innovative efforts, even when they don’t result in immediate success. By embedding these principles into your organizational culture, you can pave the way for continuous growth and success. Let’s create spaces where innovation is not just an aspiration but a tangible reality. #Leadership #Innovation #FutureOfWork

If you’re trying to foster innovation but feel stuck, You are DEFINITELY not alone. Here’s what to do: A fascinating insight from leaders like Satya Nadella, Elon Musk, and Amy Edmondson highlights a key truth: Innovation doesn’t just happen—it’s cultivated. The challenge? Most organizations struggle to create an environment where creativity thrives and risks are managed effectively. Here’s what’s holding innovation back: • Fear of failure stifles creativity – Teams hesitate to take bold steps when failure is punished rather than seen as a learning opportunity. • Creativity is left to ‘creative people’ – Innovation isn’t just for a select few; every team member should feel empowered to contribute. • New ideas lack structured support – Without a framework for brainstorming, testing, and iterating, promising ideas never get off the ground. The result? Companies miss out on game-changing innovations because the culture discourages experimentation. There’s good news, though. You don’t need unlimited budgets or cutting-edge tech to build a culture of innovation—just the right mindset and leadership approach. Here’s how to get started: 1️⃣ Adopt a “Fail Fast” Mindset Innovation requires risk, but the key is failing fast and pivoting quickly. Encourage teams to test ideas rapidly, recognize setbacks early, and adapt. The faster you learn, the faster you innovate. 2️⃣ Create Psychological Safety Amy Edmondson’s research proves that innovation thrives when employees feel safe to voice ideas and challenge assumptions. Model vulnerability as a leader, welcome diverse perspectives, and reward curiosity over certainty. 3️⃣ Structure Creativity, Don’t Stifle It Edwin Catmull’s Braintrust at Pixar proves that great ideas don’t emerge randomly—they need structured opportunities. Set up brainstorming sessions with clear guidelines to encourage input from all voices, not just the loudest ones. 4️⃣ Manage Innovation Risks Wisely Innovation without direction can lead to chaos. Follow the approach of Microsoft and Tesla: Balance risk with strategy – Don't fear failure, but ensure each experiment has clear learning outcomes. Encourage a growth mindset – Frame failures as stepping stones, not roadblocks. Innovation isn’t about chasing the next big idea—it’s about creating an environment where ideas can flourish, evolve, and drive impact. This isn’t easy. But leaders who get it right unlock extraordinary results. What’s been your experience? Repost to share with others, and follow Anand Bhaskar for more insights like this. —- 📌 Want to become the best LEADERSHIP version of yourself in the next 30 days? 🧑💻Book 1:1 Growth Strategy call with me: https://lnkd.in/gVjPzbcU #Innovate #Growth #FailFast #LeadBold #Create

Pay attention to how you're treated in the interview process. Because if it’s bad now, it won’t get better later. It might sound obvious, but it needs repeating: the interview process is a two-way street. And when a recruiter is involved? It’s a throuple. I still hear too many stories of hiring processes that are disorganised, disrespectful, or just plain lazy. Here’s the thing: applying for a role isn’t just the employer’s chance to assess you, it’s your chance to assess them. Their commitment to communication, preparation, and respect says a lot about how they treat people once they’re on the inside. And if a recruiter is involved, make sure your prospective employer knows (good or bad) the experience. (1) Communication sets the tone From the first email to the final outcome, how they engage tells you everything you need to know. Clear and timely? That’s a good sign. Ghosting, vague updates, and long delays? Big red flag. Abort. And it’s not just a rare misstep. It’s endemic. To such an extent that companies now exist to benchmark who consistently gets this wrong. (2) The interview is their culture in micro. How you’re treated during the interview often mirrors the company’s culture. Do interviewers show up on time? Are they engaged and prepared? Do they ask thoughtful questions and give you time to respond in kind? If it’s disorganised or impersonal now, it’s probably not going to change once you’re in the door. (3) It's not just courtesy, it's good business. Let’s be clear: returning calls and being respectful shouldn’t be revolutionary. It’s basic decency. But it’s also smart business. Why would someone want to join your team if you can’t be bothered to follow through? (4) It helps you decide. Paying attention to how you’re treated gives you confidence in accepting an offer or walking away. A strong interview experience fosters trust that the company can deliver on its promises. So what should you watch out for? -- Punctuality: Are they prepared and respectful of your time? -- Engagement: Are the questions meaningful or just box-ticking? -- Communication: Are timelines and expectations clear? -- Environment: Does the culture match what’s being sold? -- Feedback: Are you learning something, or just being assessed? An interview isn’t just about being chosen, it’s about choosing well. How they treat you during the process reveals a great deal about how they lead, manage, and support their people. So ask questions. Take note. Trust your gut. Because your time and energy matter too.

I can predict your turnover rate just by watching one sales meeting. Toxic cultures have tells. They're not obvious, but they're always there. Watch for these red flags: → The meeting starts with the leader hammering the team because results are down. → Questions about struggling deals get defensive responses from leadership. Nobody wants honest feedback. → Success stories focus on individual heroics, not team collaboration. "Sarah closed a huge deal" instead of "here's what Sarah did that we can all learn from." → Top performers get asked to share their "secrets" but never get time to actually teach others. Knowledge hoarding is encouraged through competition. → Missed targets trigger immediate blame sessions about effort levels. Market feedback never reaches product teams. → The hero worship is suffocating. Everything revolves around the one rep hitting 200% while everyone else struggles. I've seen this movie before. Your best people are already interviewing elsewhere. Here's what healthy sales cultures look like: ✅Deal reviews focus on lessons, not blame. Losses become learning opportunities. ✅Best practices get documented and systematized. Success becomes repeatable, not miraculous. ✅Leadership admits mistakes publicly. Psychological safety allows honest communication. ✅Individual wins celebrate team support. "Sarah closed a huge deal with help from marketing's new case study and Steve's technical expertise." ✅Investment in development is visible and consistent. People see career paths, not just quotas. The difference in results is dramatic: Toxic cultures: 40%+ annual turnover, inconsistent performance, constant recruiting Healthy cultures: 15-20% turnover, predictable growth, internal promotion pipeline Your culture isn't determined by your values poster in the lobby. It's determined by what behavior gets rewarded, what problems get addressed, and how you treat people when things go wrong. Great reps have options. They choose environments that invest in their success. Energy without substance is just noise. Build systems that make great people want to stay. — Want to see how I built culture in a 110+ sales org? Check this interview out: https://lnkd.in/gFdrrP8q

A few years ago, I consulted for two companies in the same industry. Both had similar products, similar market share, and similar resources. But their cultures couldn’t be more different. 📍 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗔 — Every manager guarded information like treasure. Departments worked in silos. Mistakes were punished, not discussed. People avoided taking ownership because they feared the blame. 📍 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗕 — Leaders encouraged open conversations. Wins were celebrated as team victories. Mistakes were treated as learning opportunities. People volunteered for responsibilities because they felt trusted. Fast forward 3 years — Company A is struggling with high attrition, missed deadlines, and a demotivated workforce. Company B? They’ve grown 3x, attract top talent, and have employees who act like owners. The difference wasn’t strategy, funding, or technology. It was the 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘁𝗵𝗲𝗶𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 — one became their greatest asset, the other their biggest burden. As leaders, every policy we make, every reaction we give, every behaviour we reward… …is shaping the culture we’ll live with tomorrow. The question is — 𝘄𝗵𝗮𝘁 𝗸𝗶𝗻𝗱 𝗼𝗳 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘁𝗼𝗱𝗮𝘆? More Leadership stories: https://lnkd.in/gDHpyyFV #Leadership #CompanyCulture #WorkplaceWellness #TeamManagement #RajatRKKhatri #HappinessAtWork

STOP asking: "What's the culture like?" at job interviews. I guarantee that you will get a generic, unhelpful answer each time. Don't ever settle for vague answers. INSTEAD Ask these 17 TOP questions: 1. What's the most common reason people say they like working here? 2. Can you describe the onboarding experience for new hires? 3. How does the company handle conflicts or disagreements within teams? 4. In what ways has the company evolved or change since you've been here? 5. Could you describe how team collaboration typically works here? 6. What's an example of how the company supported an employee's growth? 7. How do you gather feedback from employees and what do you do with it? 8. Can you share a time when the company's values shaped a business decision? 9. Can you describe a change the company made based on employee input? 10. How are decisions made in the company and who typically gets involved? 11. What's the typical approach to performance reviews here? 12. In what ways does the business celebrate success and achievements? 13. How does the company maintain clear and open communication across seniority levels? 14. What do employees find unexpected when they start working here? 15. What are the company's practices for ensuring diversity & inclusion? 16. In what ways does the company give back to the community? 17. "What’s one unwritten rule about working here that people tend to learn only after joining?" Bonus question: "What’s a story or anecdote that you think best captures the company’s culture?" Company culture is linked to job satisfaction. And company culture has got nothing to do with fancy perks. ALSO Pay close attention to your treatment during the interview process. It will give you a glimpse into how employees behave, and not just what they say. - How did you feel about your communication with the hiring manager? - Did you get to speak to a wide range of employees? - Did you feel respected? Do your due diligence before you accept that offer to ensure it is the right fit. You'll be glad you did. p.s.: reshare ♻ to help your network. Have a super start to 2025! #culturematters #aviation #hiring

You can learn a company’s real values in one meeting. Not from the posters. Not from the mission statement. From the behavior leadership tolerates. I’ve seen leadership teams spend months rewriting company values… …while ignoring toxic meetings, defensive managers, and inconsistent accountability. That’s why culture is rarely built during offsites. It’s built in ordinary moments repeated every day. Here are 8 ways strong leaders reinforce culture consistently: 1️⃣ Start meetings with clarity. ↳ Confused teams create politics. ↳ Clear priorities create momentum. 2️⃣ Reward honesty early. ↳ If employees speak up and leadership becomes defensive, honesty disappears fast. 3️⃣ Address toxic behavior quickly. ↳ High performance should never buy someone permission to disrespect others. 4️⃣ Make listening visible. ↳ Repeat back feedback. ↳ Ask follow-up questions. ↳ Show employees they were actually heard. 5️⃣ Normalize disagreement. ↳ Strong cultures can handle tension without making people feel unsafe. 6️⃣ Model emotional consistency. ↳ Teams absorb the emotional habits of leadership faster than leaders realize. 7️⃣ Keep standards consistent. ↳ Trust disappears when accountability changes based on seniority or politics. 8️⃣ Audit your meetings regularly. ↳ Ask yourself: • Do people feel safe contributing? • Are quieter voices included? • Does leadership behavior match the stated values? Because culture is not what leadership says. Culture is what employees experience repeatedly. And over time… that becomes the company people either trust or quietly leave. ___________ ♻️ Repost to remind leaders that employees watch actions more than words. 👋 Follow me (Dr. Chris Mullen) for one practical idea each week to build better habits, strengthen your leadership, and live with more intention. Join 140K+ leaders who read my BETTER AT LIFE newsletter: https://lnkd.in/gJTcghKK

Culture isn’t company-wide. It’s manager-deep. Employees don’t experience mission statements. They don’t experience values framed on a wall. They experience their direct leader. A company can invest millions in branding, engagement surveys, and culture initiatives — but if a manager lacks clarity, consistency, courage, or care… that’s the culture their team feels every single day. As HR leaders, we have to stop treating culture like a corporate campaign and start treating it like a leadership capability. Because culture shows up in: • How feedback is delivered • How conflict is handled • How recognition is given • How accountability is enforced • How safe people feel to speak up If we want retention, performance, and trust — we must develop managers, not just messaging. Culture doesn’t cascade automatically. It translates through leadership. And if we want better culture, we have to build better leaders. #Leadership #HR #PeopleStrategy #Culture #ManagerEffectiveness #ExecutiveLeadership