How can you determine if an organization's values align with your own?

The idea that an organization's values are set in stone is a bit of a myth. Organizations have espoused values and values-in-use. The latter are more dynamic, multifaceted and complex. What you need to look for is an organization that positions its values as aspirational - a destination to be reached rather than an existing reality. This will give you space to interpret and position your values within this dynamic journey, and insights into how to adapt them to achieve in the organization. Sadly, the values-in-use are difficult to research, but can be determined through the interview process. If the interviewing behaviours and stories are clearly linked to the espoused values, all good. If the gap is clear and huge, it's a big red flag.

Knowing what's important to you is key for a job you'll love long-term. It's not just about what you like; it's about finding a job where you'll be happy for years. We often use the Life Values Inventory tool with clients who are thinking of changing jobs. This tool helps them figure out what really matters to them, making it easier to choose the right job in case of multiple offers in case of junior positions. Incase of managerial positions its the first step that we take even before applying for the job as culture fit matters more as you grow in the hierarchy.

Self Reflection is very hard. Most of the people falter at this. Everybody is biased to some level as they need to critically review themselves. How do they feel? How do they act? What do they really want? What is the end goal in life? Which value they deeply love? The intrinsic values are often trampled by the external pressures: family support, job, society, friends, et al. Ultimately, nobody goes with you on the pyre(/in the coffin). You are all alone there. It's important to love, like, review yourself by finding your 'true values'. Tests like Disc, MBTI, Aptitude tests, etc help you to find your inner values. If the need arises, call a friend and an 'enemy' (not so friend) who can give some feedback to you on your inner values.

Identifying your own values is paramount to knowing if an organization's align with you as well. This will also increase the chances that you add the appropriate value to the organization. When your values do align, you can bring your best self to work each and every day. There are many great exercises found online that will help you determine your values, but this practice is best done with a pen and paper on your own.

From my experience… 1. Identify your passions/strengths/areas you can improve in/tools and ways you learn that make you most successful 2. Find an industry or industries that align with your passion in life, then narrow down to specific roles/companies 3. Remember when interviewing to ask the right questions to see if they align with #1 above 4. Take only jobs that align with #1 above (unless you are taking a temp job just to survive financially but don’t get complacent there. Still keep looking) 5. Never forget your passion and reason for living and constantly reassess the company you’re working for (if aligned great, if not, take responsibility for making necessary cultural changes there or leave and look for something else) <3

This part is easy and difficult at the same time. The Org's values have two shades: The Real One and The Reel One. The former is the reality which happens day-to-day. How your manager talks to you? How the office surroundings help you to grow? How the management support you when you fail? How an employee feels about the organisation and the organisation's values? The latter one is the 'artificial reality' stitched by the media agencies/PR teams of the organisations. This is done profusely on social media to stay good in the crowd and to get the best talent. There are a few exceptions to this: there are a few sites where you can post the experiences 'anonymously' (e.g. glassdoor). This way: we can do a research for organisation's values.

Absolutely agree on researching an organization's values, but it's key to remember that what's stated may not always be what's practiced. Leadership, especially your direct manager, often sets the real tone. That's why I suggest a multi-faceted approach. Look up your potential manager on LinkedIn, read unfiltered company reviews on sites like Glassdoor, and tap into your network for firsthand accounts from current or former employees. This gives you a more rounded view, beyond just the company's public statements.

While the likes of Glassdoor, Comparably, etc. are worth a look to see if the reviews are extreme either way - they rarely provide a statistically valid sentiment analysis for any organization. However, the fact that these review sites exist has helped inspire organizations to have better internal engagement surveys, and these will often have impressively high participation rates, thus providing that statistically valid sentiment analysis. When assessing an organization as your potential employer - you can ask about the most recent results, trend lines over time, and investments that resulted from survey findings. This will give some real insight into whether or not employee experience is something decision-makers truly care about.

100% match! Bulls Eyed! It's a dream. It will never happen. There will be some overlap among your values and the organisation's values. The key thing: make a list of 'Must have' Values and 'Nice to Have' Value (inspired from Moscow principle of PM prioritisation). The Must-haves will be non-negotiable (showstopper) for which you don't want to do a compromise ever. One tip: don't make a huge list in the Must-have category (keep the number to 1 or 2 at max). Then, comes the 'Nice-to-haves' ones. This list can be large and keep it fully negotiable. Even no value on this list has an overlap with the organisation's value; 'take the chill pill' (relax, it's okay). This exercise will fail if you didn't do the assessment (my previous article).

It's important to recognize that in large companies different parts of it may embody the company's stated values to different degrees. In my experience, each office location, function, and even reporting relationship can make a significant difference in the lived experience of value alignment. While a company-level fit is important, it doesn't guarantee a day-to-day match--which, ultimately, will represent the majority of your experience as an employee. This is most relevant when you experience value misalignment and need to decide what to do next. You may not be in the wrong company; you may just have the wrong manager or be in the wrong office.

Depending on my clients career goals there are times when we tell them to accept a position in an organiazitation which might be a culture mismatch , keeping two factors in mind 1> it will help them add value to their CV 2> it will be a short- term assignment

Consider how much it matters to you that the company you work for shares your values. Are your values a fundamental part of who you are, or are you more flexible in this regard? Think about whether you’re open to adjusting your values to fit in with the company’s culture. Reflect on how working for a company that aligns or differs from your values might affect your happiness and your ability to grow in your career. Can you still find fulfillment in that work and achieve your career goals? If you find yourself constantly at odds between your work and what you believe, that impacts both your job and your wellness. Finding that alignment can make a significant difference in your job satisfaction and long-term success.

This is in line with my last note on Showstopper (must-have) Values and Delighters (nice-to-have) values. (added KANO prioritisation now ; )) Many a times, the individual values need to be sacrificed heavily at the start of the career. This is not bad as you need money to survive and to support your family. This is not the end too. This is a stepping stone. A Milestone. An essential part of your career journey. One tip: I used to make elaborate plans for 10 years and I used to lose motivation to the first few tasks and then the whole plan went into the bin. Make a high level plan but for not too long. This plan will change. Create some wiggle room for yourself. For Friday Friendly Beers For Saturday BBQs For some Life For some fun

Is alignment necessary or sufficient? Surely what is important is a lack of clear conflict in values (perceived or real)? I don't need full alignment, especially when values can be amorphous on both sides, what I need is the confidence that there will be no irreconcilable clash between my values and those of my employer.

While I agree with the premise of this article, I think the most important value alignment for an employee is their direct manager. Especially early in your career, the company's values are primarily experienced through the lens of your manager and the project/program leaders you work with. Assessing these relationships with a similar exercise would be time well spent and allow you to make adjustments before burnout and resentment start to take root.

Feedback is a gifted mushroom, Choosing the wrong one upsets the belly. Still Mushrooms are nutritious, Use this Gift. . Seek feedback from "Disconnected Spheres". For example, a School Friend, an Ex-colleague and a family member. This trio should 'Not' know each other. This way; they can't influence each-other on the feedback. It will be best if there are no vested interests. For example; you would have passed the school, ex-colleague (not working there), family is normally unbiased with the maximum knowledge about you (no professional allegiance), etc. Enlist the points and find overlapping areas. Focus on the 1/2 overlapping points These points will form your true inner values. Reflect Daily. Refer:SWOT & JoHari Window for more details.

Ultimately, the journey to finding a workplace that aligns with your values is a personal one. It’s about striking a balance between your core beliefs and the organization’s ethos. When you find that equilibrium, it’s more likely to be a place where you can thrive, contribute, and find fulfillment in your career. So, take your time, weigh your options, and make a choice that sets you on the path to success and satisfaction.