Choosing the Right Company Culture Before Joining

Choose a job based on company culture by observing the recruitment process and asking key questions.

### Choosing the Right Job Based on Company Culture
* 🏝️  Marion, a culture enthusiast from Tahiti, emphasizes the importance of selecting a job based on **company culture** rather than just **salary or title**.
* 🏢  Many people struggle to assess company culture before joining, but Marion offers two key tips to help: **observation** and **asking the right questions**.
* 📊  Marion cites Gallup data showing that only **17% of East Asian workers are engaged**, with many feeling **disengaged or even actively disengaged**.
* 👩‍💼  She shares a story of a lawyer, Junita, who struggled in a startup due to cultural misfit, highlighting the **impact of culture on individual performance**.
* 🥑  Marion compares assessing company culture to choosing avocados, suggesting that you can **evaluate culture through the recruitment process**.
* 👀  The first tip is to **observe the recruitment process**, looking for clues like **response time** and **communication style**.
* 🔍  The second tip is to ask three key questions in interviews: "**What kind of people get promoted here?**", "**What are your core values?**", and "**When was the last time that you received feedback here?**"
* 🌟  By defining your own work preferences and using these tips to assess culture, Marion believes you can **make an informed decision** and choose a workplace that **brings out your best**.

Imagine this. You've been applying
to a ton of jobs for months, and now finally, you're getting not just one,
but two job offers. Congratulations! It's time to celebrate. It's great news, right? But after the celebration comes
the time where you can ask yourself, how is it that you're going to choose
between those two job offers? Some people are going to tell you,
Just go for the salary. The higher, the better, right? Others are going to tell you,
No, go for the title, the position. The higher, the better. And others are going to tell you,
Look for the mission, the kind of projects
that you're going to be working on. The more experience, the better. Well, I suggest that you look
at a completely different criteria. I suggest that you choose your next job
based on the company culture. My name is Marion. Or better said, my name is Marion, and I am passionate
about corporate cultures.

When I say my name,
people can guess that I am French, and they usually want to guess further. Where in France is she from? And there is a city
that comes to their mind, the capital of love, Paris. But I have to disappoint you. As beautiful as Paris is, I come from an even better place,
even more beautiful. So I don't come from Paris,
I come from Tahiti. And Tahiti is this island in the middle
of nowhere in the Pacific Ocean. And a lot of people
dream of retiring there with a coconut in their hand by the beach. Well, I didn't wait for retirement. I actually spent my childhood there. And this is how I was,
five, six years old, living the best time of my life. And Tahiti is great, yes,
for the beaches and the coconuts. But the best thing in Tahiti,
it's the diversity. Because, you see, Tahiti is an island
with a bit of a melting-pot culture.

So if you’re thinking about these
two job positions that you have, and you're thinking about which
one should you choose, and if you're looking
at corporate culture, you might find it hard
to know from the outside what it's going to be like
to work in that company. Most people think that it is
impossible to know beforehand what a company culture is going to be like
before you work there, right? How are you going to know
before you go to Japan what the culture in Japan is really like? Well, I disagree with this,
and in my sharing today, I would like to share with you
two different ways for you to figure out what a company culture is going
to be like beforehand, because that's going to avoid you
signing a contract that you're going
to regret down the line. I think most people don’t follow
those two tips that I’m going to share, and the numbers show. Gallup has run a study
on the state of workplace worldwide.

and I've pulled the numbers for East Asia, and the numbers are dreadful. Overall, there is only 17 percent of people who are engaged in their work. That means about 80 are not. When people are not engaged, then they tend to want to leave and go somewhere else. More than half of them want to quit. And if they can't quit, because maybe the marketplace is not that great, what happens is people are starting to be quiet quitting. That means they're coming to work, but really they do the bare minimum not to get fired. For employees and employers, this is dreadful numbers, and I'd like to take those numbers and bring them to reality. What does that look like, really? And I'll give you an example of a coaching client a couple of years ago who is a lawyer, let's call her Junita. And Junita is an awesome lawyer. She's really great at what she does.

but she didn't want
to end up in a law firm. She found it a bit boring. She wanted something
more exciting and fancy. So she ended up in a startup. But after a few months, she just realized
this is not the right fit here. You see, Junita really, really
likes things done well. She likes to take her time
and double-check. But she’s surrounded
with entrepreneurs and startuppers, people who want to go fast
and break things. So there were a lot of tensions
between her and the rest of the team. So very quickly, after a few months,
she just burnt out. Professionally, she was
questioning herself. As a lawyer, she was questioning herself. As an individual,
she was questioning herself. Why is it that I can't fit in here? So we worked together, and she moved
to a more traditional workplace culture where she saw that people were behaving
a little bit more like her.

and shared her work ethics. That's where she really
thrived in her job. And this is what I wish
to every single one of you, is to experience a place, an environment that brings not the worst,
but the best out of you. So basically that you don't look like her. So how are you going to do that? Know that a place is going
to be good for you. Basically, you're asking me, how can I do to know
that a thing is going to be good before I experience it myself? Well, I think you're doing
this on a daily basis. For instance, have you ever checked
for a restaurant's rankings and comments before you go? You're checking, you're trying to see
what it's going to be like. Or maybe if you're doing groceries
and you're looking for, I don't know, avocados because you want
to do a guacamole, how are you going to select
the right avocado for yourself?

It's the same. So I would like to compare
company cultures to avocados. If you have ten avocados, how do you know
which one is the right one? You're probably going to take one
and put some pressure on the skin, and you might feel
that there is resistance, maybe too much or too little, and that's how you're going to judge. So today, what I would like
to share with you are two tools. The first one for you
to assess if a culture, a company is going to be
the right fit for you, the first tool for you is to observe. Observe, observe, observe. What do you observe? Well, you observe
the entire recruitment process. Because what happens
in the recruitment process is companies are trying
to show you their best side. They really want to attract you. They want to get you,
they're seducing you. So if there is some things
that you don't like there,

you're probably not going
to like afterwards either. Let me give you an example. If a company takes weeks
to answer your emails or even book an interview with you, well, that kind of culture
is probably a bit slower than what you would expect. If that dynamism
is what you're looking for, and you like structures and companies that are more process-oriented,
that's the right culture. But if you're looking
for a very entertaining, dynamic, energetic workplace,
that’s probably too slow. You might want to look for a company that responds in a matter
of days or even hours. Another example would be
if you have three people interviewing you, and only one speaks,
and the other two are silent, and you figure the one
that is speaking is the boss, that culture is very hierarchical. And that's fine because it's not good or bad,
it's not right or wrong, it just is. And you need to know whether
you like that kind of culture.

and that fits you, or if you want a company culture
that really is more flat and allows you to speak up
and challenge the status quo. That's probably not the right
kind of culture for you. So the first thing you can do
is observe, observe, observe. The second thing you can do
is to ask questions. And so asking questions is really cool because that's when you have
the avocado in your hand and you're putting pressure there. You know when they're asking you
in an interview, Hey we finished all the questions. Do you have any questions? Hell yeah, you have questions. You should have questions. And I'm going to give you three questions
that are going to up your game when it comes to interviewing. This question starts
with the first question, which focuses on the future potential
that you have in that company. And it's a bit in-your-face, but the question is What kind
of people get promoted here?

If they tell you, Well, nobody
got promoted in the last year. You know you probably don't have
a big future in that company. But if they say, “Oh, Alexei
got promoted last month.” Interesting. Alexei sounds like a really cool person. Tell me more about him. There, you're asking follow-up
questions to discover more. Well, why is it that he was selected
as the one being promoted? And then you listen
to what they're telling you. If they say, Well, you know,
he was the boss's best friend, so he got promoted. Well, unless you're very
close to the boss, you probably don't want
to join that company. But maybe they're going to say
other things like, “You know, Alexei is technically
the best out of us. For instance, the best
engineer in the team. So we promoted him.” Great. This company culture is about meritocracy.

So if you're really good at your job,
you're going to get promoted. If they say, Well, Alex got promoted
because he's been the longest here, he's the longest in the company. Alright, this company values loyalty,
longevity, tenure in the company. What is it that you like? So for me, the best answer
to this question, if I would apply for a job, would be, “Alexei got promoted
because he’s the best at his job,” so he has the skill. He also is the best of us,
we all look up to him. What that means is that he is
a team player probably, and he represents the culture
best and we promote that. And finally we're promoting him
because he has the potential to be a great manager. For me, these are green flags. So that's the first question
to see if you have the potential to grow in this company
and stay long-term.

The second question is very simple,
but also tells a lot. And that question is,
What are your core values? I'm going to give you
the red flags straight away. The red flag would be, Core values? What are you talking about? What is that? That's a company that has no idea
about corporate culture. If they say, Yeah, we have core values, but I don't remember
what they are, sorry. Red flag. Or if they say, Yeah,
yeah, we have a core value. Our core value is excellence. Then you need to follow up
with a question again. Great, excellence is a core value. Tell me about it. When was the last time that you have
seen excellence around here? And a red flag is, I don't know. A green flag would be
someone telling you, Yeah, just last week we provided the best
project so far with the team. And we're all really proud
of what we have produced.

OK, keep asking because then you know
what the company culture is like. So that's the second question. And the third question is also tricky, but it's reminding you that there is
no company culture that is perfect. And from time to time,
you will have conflicts, discussions that are a bit tough to have. And what you want to know
with this last question is how are the people in this company
going to deal with these challenges? How do people deal with one another? That last question is, Tell me, when was the last time
that you received feedback here? Again, a red flag would be Never. Well, that's not good. If the company says,
or the interviewer says, Well, I receive feedback once a year
in a performance review. That's probably not enough. But if they say We're providing
and receiving feedback very regularly, almost daily, because we care about the growth
of the people here.

and we trust that our colleagues
can take feedback, and that we're good enough
to deliver it to them. Whoa, that's a green flag right there. OK, so we've seen the three
different questions. The first question is: “What kind
of people get promoted here?” The second question is: “What are your core values?” And the third question is: When was the last time
that you got feedback here? Now these questions are really important because you're kind of grilling
your interviewer. And your interviewer could be
a very junior interviewer, up to the CEO of the company. That will tell you a lot as well
of what the company culture is like. But so at some point,
you will have to realize that, yes, the interview is important
because it helps them select you as a future employee. But it’s also helping you
select them as a future employer. So the balance is reversed here. And what you need to bear in mind is

the idea that it's not only
about them here and you discovering more
about what the core value and what the company is like, but also about you as a professional. And you need to be very clear
about what you want and what you expect from a company. So be very clear and define:
What should work look like? What should work feel like? and what should work be like? If you define this for yourself; if you observe, observe, observe; and if you ask the three questions
that I have shared with you, I trust that you will be able to choose
between those two job offers and decide which company
you would like to join. And I also believe that you will
be able to choose for yourself the most outstanding workplace culture. Thank you.

The Secret to Finding Your Ideal Workplace | Marion Campan | TED

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Choosing Between Job Offers: A Different Criteria to Consider

Job offers can be overwhelming, but instead of focusing on salary, position, or projects, considering the company's culture can be a crucial factor in making a decision.

The speaker, Marion, shares her passion for corporate cultures, shaped by her upbringing in Tahiti, known for its diverse and unique cultural melting pot.

She offers two tips for assessing company culture before making a decision, aiming to prevent future regrets, which is often overlooked by many people according to Gallup's study on the global workplace.

Only 17% of people in East Asia are engaged in their work, while over 50% want to quit, leading to a rise in presenteeism.

The story of Junita, a lawyer who struggled in a fast-paced startup environment but thrived in a more traditional workplace, highlights the importance of finding a work environment that suits one's work ethics.

The speaker encourages individuals to proactively seek out and choose the right work environment, using the analogy of checking restaurant reviews before dining out.

Observation and the recruitment process are crucial for assessing if a company culture is the right fit, such as looking at response times and the dynamics of the interview process.

Asking questions during the interview, particularly about the company's values and the potential for advancement, is essential for determining if the culture aligns with your preferences.

Overall, the two key tools for evaluating company culture are careful observation during the recruitment process and asking insightful questions about the company's values and opportunities for growth.

Asking about recent promotions can reveal important information about a company's culture and values.

If a promotion is based on merit and technical skill, it may indicate a culture of meritocracy and teamwork.

On the other hand, if longevity and loyalty are the primary reasons for promotion, it suggests that the company values stability and commitment.

Evaluating Corporate Culture in an Interview

Core values are a crucial indicator of corporate culture, and vague or forgotten values can be a red flag for a company's cultural awareness.

The ability to articulate and demonstrate core values through recent examples is a positive sign of a strong company culture.

The frequency and approach to feedback and conflict resolution within a company are key indicators of how challenges are handled and how people interact with each other.

Navigating Job Interviews: The Importance of Asking the Right Questions

Job interviews are not only for the employer to select a future employee, but also for the interviewee to evaluate the company.

It is crucial for the interviewee to ask about the company's core values and inquire about the feedback process to understand the company culture.

By being clear about personal expectations and asking the right questions, one can effectively choose between job offers and find a workplace with an outstanding culture.