The Good Company Culture vs. Bad Company Culture

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I love to read lists of the best companies to work for each year. It is no secret what separates the good places to work from the great places to work. It is the classic battle of the good company culture vs. the bad company culture.

You don’t need a degree in HR to understand that the companies with strong cultures, led by level 5 leaders, are usually at the top of the list year after year.

“Happiness is really just about four things: perceived control, perceived progress, connectedness (number and depth of your relationships), and vision/meaning (being part of something bigger than yourself).” ― Tony Hsieh

Instead of working for a company, why not work for a culture? Instead of trying to build a company, why not birth a culture? So what if you go down swinging, in the long run we need more thriving corporate cultures not mediocre companies.

How do you define a thriving company culture? It’s group of people with not only the same behaviors and ideals, but the same core beliefs. These are fiercely competitive human beings who don’t mind battling side by side each day in the trenches. They work hard, they play hard.

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When you create an organization based on shallow peripherals like work performance and contextual knowledge, you aren’t ensuring there is also a cultural fit. I love the Zappos interview process. One person interviews the candidate for technical savvy, the other for culture fit. If the candidate doesn’t ace both interviews, they don’t hire them, period.

A culture is formed by bringing together those with very similar core beliefs like passion, curiosity, trust, reciprocity, courage, dedication, integrity, and humility.

There are already enough obstacles to overcome in the competitive free market. Your culture should not be another challenge to overcome. So, the next time you consider joining a company ask yourself one question. Are you joining a good culture or are you joining a bad one?