The Right Company?
Make sure your employer follows the same values you do.
Each of us has a value system, a code of ethics by which we live, and a sense of right vs. wrong. Those of us who are fulfilled in our work and careers are affiliated with companies and colleagues who share the same or similar values. The corporate wrongdoings and unethical behavior by some high-profile business executives in recent years has made everyone more aware of the importance of knowing whom you work with and for.
With that in mind, make it your mission to find out as much as you can about the companies you're interviewing with, including the CEO and executive team, your manager and the company's value system. What follows is a guide for what areas to research, which questions to ask in the interview and recruiting process, and what you can do to make smart values-based decisions in your job search.
1. Be clear on your own values. Get to know what's important to you. Is it money, power, fame, the big corner office, being on the "A" list of the "in" crowd? Is it doing work you love, providing financially for your family, spending time on family and outside interests, and knowing that you're making a difference in something you believe in? Be honest with yourself. Write down and prioritize your values so you can refer to them when you're evaluating organizations and offers. Think about what each of the values means to you.
2. Make the translation. How will your values translate into a corporate culture, values system, and company leadership? What do you value in an employer? For example, if money and power are important to you, maybe you'd work in an organization that values competition, a star system and tolerance of healthy egos. If doing what you love, family time and so on are what you value, maybe you'd choose an employer that supports career-broadening moves. Such an employer would have policies and practices in place that encourage family leave and reasonable work schedules.
3. Now dial it up a notch. Beyond your own values and what you value in general with a company, what about its key leaders? What do you value in a CEO, executive team and your own manager? Will their words and actions represent respect, treating employees fairly and healthy risk-taking, which will include a tolerance for making mistakes? Will they have attitudes and behaviors that shout "win at all costs," be the first to market and cut-throat competition? These are two extremes, but they highlight the dramatic differences that companies do have.
4. Read between the lines. Take a look at the company's website, its annual report or other recruitment literature. Do a search on Google or Yahoo! for media stories on the company or its leaders. Does the company have a values statement, an aspirations statement or a code of ethics? Is what they espouse in sync with the photos, the sound bytes, and the company's track record? For example, does the company say it values diversity, and yet everyone in the photos or who you see at the career fairs looks the same? Does the company say it values its employees, but is facing three class action suits about unfair pay or promotional practices? Does the company say it values innovation, integrity and growth, and to back it up has been named one of "The Most Admired Companies inAmerica" for the last 10 years?
5. Get the straight scoop. When you meet with people at the company, ask them what the company values. Press for examples. If Joe Smith tells you the company values risk-taking but can't give you several real-life examples, then something's not right. If Jane Dawson tells you the company is very collaborative and not hierarchical but every interaction you've had is rigidly chain-of-command, then there's a clear contradiction. Trust your instincts. Determine if the information you glean is a deal breaker, meaning that you'd walk away from working there.
6. Do your due diligence. Dig deep in finding out what the CEO and executive team stand for. Often they embody different values than the workforce may. They may be out of touch or operating on a different playing field than others. The harsh reality, however, is that the CEO is the one steering the ship. He or she and the executive team are huge influences on the performance of the company as well as the day-to-day environment and culture?the overall value system?you'd be working in.
Ways to find out more about a CEO and his or her team include reading their bios, reviewing speeches they've made that may be on the company website or excerpted in press clippings (again, have a look on Google and Yahoo!). When you interview or talk with people in the company, ask them what they think about the CEO and top management. Of course, you'll want to lead in gracefully with some easier, less aggressive questions first. If the CEO or an executive team member is speaking at an event or actually interviews you, ask some of your tough questions (see number seven).
7. Ask the tough questions. Here's a list of questions to ask as you interview and meet people in the company.
What are the company's vision, values and purpose?
What is its mission?
How does the company treat its employees in terms of career development, the hiring process, firing or laying someone off, compensation and benefits, raises and promotions?
What is the company view on family commitments?
What programs and policies are in place to support people with families?
How does the organization value people of color? Give me an example.
How does the organization value women? Give me examples.
Can someone be a terrible manager and still keep his/her job?
What happens to people who deliver bad news or problems to management?
What happens when someone makes a big mistake or fails?
What is considered a success here?
How does it get recognized?
How are raises decided?
How are promotions decided?
Tell me how performance is evaluated. For example, is it all from the manager's point of view or does it incorporate 360-degree feedback (input from the person's manager, peers and any direct reports)?
How do people communicate with each other?
How is conflict or disagreement handled?
What's it really like to work here?
How do people feel about the organization?
What's a typical work schedule like for someone in this job? Do people take vacation or pride themselves in losing it because they have the maximum amount "banked"?
Do people work more collaboratively or individually?
To what extent do people do social things together after work?
How easy is it to ask for help or resources?
How are resources like budget dollars or headcount allocated?
How are differences of opinion handled?
How does the CEO interact with employees?
How about the other executives?
What's the level of competition here?
Tell me about the office politics.
Each of us has a value system, a code of ethics by which we live, and a sense of right vs. wrong. Those of us who are fulfilled in our work and careers are affiliated with companies and colleagues who share the same or similar values. The corporate wrongdoings and unethical behavior by some high-profile business executives in recent years has made everyone more aware of the importance of knowing whom you work with and for.
With that in mind, make it your mission to find out as much as you can about the companies you're interviewing with, including the CEO and executive team, your manager and the company's value system. What follows is a guide for what areas to research, which questions to ask in the interview and recruiting process, and what you can do to make smart values-based decisions in your job search.
1. Be clear on your own values. Get to know what's important to you. Is it money, power, fame, the big corner office, being on the "A" list of the "in" crowd? Is it doing work you love, providing financially for your family, spending time on family and outside interests, and knowing that you're making a difference in something you believe in? Be honest with yourself. Write down and prioritize your values so you can refer to them when you're evaluating organizations and offers. Think about what each of the values means to you.
2. Make the translation. How will your values translate into a corporate culture, values system, and company leadership? What do you value in an employer? For example, if money and power are important to you, maybe you'd work in an organization that values competition, a star system and tolerance of healthy egos. If doing what you love, family time and so on are what you value, maybe you'd choose an employer that supports career-broadening moves. Such an employer would have policies and practices in place that encourage family leave and reasonable work schedules.
3. Now dial it up a notch. Beyond your own values and what you value in general with a company, what about its key leaders? What do you value in a CEO, executive team and your own manager? Will their words and actions represent respect, treating employees fairly and healthy risk-taking, which will include a tolerance for making mistakes? Will they have attitudes and behaviors that shout "win at all costs," be the first to market and cut-throat competition? These are two extremes, but they highlight the dramatic differences that companies do have.
4. Read between the lines. Take a look at the company's website, its annual report or other recruitment literature. Do a search on Google or Yahoo! for media stories on the company or its leaders. Does the company have a values statement, an aspirations statement or a code of ethics? Is what they espouse in sync with the photos, the sound bytes, and the company's track record? For example, does the company say it values diversity, and yet everyone in the photos or who you see at the career fairs looks the same? Does the company say it values its employees, but is facing three class action suits about unfair pay or promotional practices? Does the company say it values innovation, integrity and growth, and to back it up has been named one of "The Most Admired Companies inAmerica" for the last 10 years?
5. Get the straight scoop. When you meet with people at the company, ask them what the company values. Press for examples. If Joe Smith tells you the company values risk-taking but can't give you several real-life examples, then something's not right. If Jane Dawson tells you the company is very collaborative and not hierarchical but every interaction you've had is rigidly chain-of-command, then there's a clear contradiction. Trust your instincts. Determine if the information you glean is a deal breaker, meaning that you'd walk away from working there.
6. Do your due diligence. Dig deep in finding out what the CEO and executive team stand for. Often they embody different values than the workforce may. They may be out of touch or operating on a different playing field than others. The harsh reality, however, is that the CEO is the one steering the ship. He or she and the executive team are huge influences on the performance of the company as well as the day-to-day environment and culture?the overall value system?you'd be working in.
Ways to find out more about a CEO and his or her team include reading their bios, reviewing speeches they've made that may be on the company website or excerpted in press clippings (again, have a look on Google and Yahoo!). When you interview or talk with people in the company, ask them what they think about the CEO and top management. Of course, you'll want to lead in gracefully with some easier, less aggressive questions first. If the CEO or an executive team member is speaking at an event or actually interviews you, ask some of your tough questions (see number seven).
7. Ask the tough questions. Here's a list of questions to ask as you interview and meet people in the company.
What are the company's vision, values and purpose?
What is its mission?
How does the company treat its employees in terms of career development, the hiring process, firing or laying someone off, compensation and benefits, raises and promotions?
What is the company view on family commitments?
What programs and policies are in place to support people with families?
How does the organization value people of color? Give me an example.
How does the organization value women? Give me examples.
Can someone be a terrible manager and still keep his/her job?
What happens to people who deliver bad news or problems to management?
What happens when someone makes a big mistake or fails?
What is considered a success here?
How does it get recognized?
How are raises decided?
How are promotions decided?
Tell me how performance is evaluated. For example, is it all from the manager's point of view or does it incorporate 360-degree feedback (input from the person's manager, peers and any direct reports)?
How do people communicate with each other?
How is conflict or disagreement handled?
What's it really like to work here?
How do people feel about the organization?
What's a typical work schedule like for someone in this job? Do people take vacation or pride themselves in losing it because they have the maximum amount "banked"?
Do people work more collaboratively or individually?
To what extent do people do social things together after work?
How easy is it to ask for help or resources?
How are resources like budget dollars or headcount allocated?
How are differences of opinion handled?
How does the CEO interact with employees?
How about the other executives?
What's the level of competition here?
Tell me about the office politics.
MOHD ADHA MOHD ZAIN (ADHA ZAIN)
Blogger Informasi
