How do you assess the organizational culture of a new workplace?

L'observation et le diagnostic sont deux étapes très importantes pour analyser la culture organisationnelle d'un nouveau lieu de travail. Je partage ce qui a été dit. En plus de cela, je pense qu'il faut également réaliser un SWOT et une analyse PESTEL du nouveau lieu de travail. Cela permettra véritablement d'avoir une vue globale de la culture organisationnelle, les différents points forts, les axes d'améliorations, les possibilités de collaboration, les outils à mettre en place, la force du leadership, etc. L'environnement économique, social, technologique et légal. Il est important de comprendre comment les équipes interagissent sur un sujet donné et les valeurs qu'ils partagent. Tout est à prendre en compte pour une bonne analyse.

Observation is a powerful tool. But I always recommend assessing culture using multiple modalities. Triangulate the true culture by examining as many sources as possible. How? 1?? Examine document repositories 2?? Read papers written by staff 3?? Interview colleagues

L’audit consiste à observer pendant plusieurs jours la fa?ons de travailler et poser beaucoup de questions aux opérationnels pour comprendre les pratiques du nouvel environnement

So, when you're checking out a new workplace, start by sussing out the vibe. Look at how things are set up – is it all serious and tidy, or laid-back and colorful? Take note of how folks dress and talk – are they keeping it casual or business-like? And watch how they interact – are they friendly and chill, or more formal and distant? Pay attention to the greetings too – are they warm and welcoming? These little hints can tell you a lot about what matters most in the place. It's like reading between the lines to figure out the heart and soul of the organisation!

I’m a big believer in the Meeting Room Barometer: Ever walked into a meeting room and felt like you've stepped onto a dance floor? Some meetings are like a well-choreographed waltz – structured, orderly, everyone knows their steps. Others? More like a freestyle dance battle. People interrupt each other, ideas fly around, it's chaotic but creative. Then there are those meetings that resemble a solo performance – one person does all the talking while everyone else just nods. The way meetings are conducted can reveal a lot about a company's culture, working styles and core values. Is it hierarchical or democratic? Is routine valued over spontaneity? Does IQ triumph over EQ? The meeting room is where the company's cultural rhythm is set.

Alright, once you've scoped out the vibe, it's time to dig into the backstory. Find out how the organisation came to be – its roots, its journey, and where it's headed. What's its big vision, its goals, and how does it plan to get there? Take a peek at how they define success and what they value most. And don't forget to check out how they handle tough times and what they bring to the table for their customers and community. Understanding all this gives you the inside scoop on what makes the organisation tick and what sets it apart from the rest!

You get a glimpse of what it is to work for a company the first day you step in. However, it doesn't mean you should change all your habits (clothes, drinks, and talks), you simply adapt accordingly. If you're a classy person by nature and the workplace is more chilled, then find a casual/classy combination. This will show that you keep your identity and adapt to the environment.

Now it's time to get chatting! Reach out to your coworkers, managers, mentors – anyone who's got the inside scoop. Ask them about their journey and what they think about the workplace culture. What's cool about it? What could be better? Get the lowdown on what's cool and what's not, and how folks handle challenges and changes. And don't forget to ask about work-life balance and how they keep growing. Their stories and tips can give you a real feel for what it's like to be part of the team!

As a staunch advocate for a learning organization, I view feedback as a dynamic two-way street. It's like a dance where both partners lead at different times. First, the person receiving feedback reflects on their positives, then I add my two cents. Next, we explore areas for growth, with the individual leading again before I chime in. This method isn't just about critique; it's a collaborative exploration of strengths and growth opportunities. In contrast, a culture that fixates on negatives, resorting to blame and shame, reveals a lot about its dysfunctional dynamics. It's like a one-sided conversation where only the negatives get a voice. My approach fosters healthy dialogue, building a narrative of respect, growth and positivity.

Reflecting is great, but as the saying goes, "You only see what you know". Most executives use the term "culture" quite loosely, meaning some sort of hidden force that makes people behave in one way or another. As an executive teacher and consultant, I use the Denison framework to discuss and assess organizational culture. The Denison Culture Model assesses organizational culture using four dimensions: adaptability, mission, involvement, and consistency. This model holds that high performance is associated with balanced strengths across these four dimensions, which together reflect an organization's beliefs, behaviors, and underlying assumptions. It's used to guide and measure organizational development efforts.

When you're sizing up a new workplace vibe, it's also time for some self-reflection. Think about your own values, quirks, and ways of doing things. Do they click with the organization's vibe or clash? Take stock of your strengths and where you might need to step up. Look for opportunities to shine and obstacles to tackle. Figure out how you can bring your A-game to the table and help the organization hit its targets. And hey, sometimes you gotta tweak your style to fit the groove of the place – whether it's how you talk, lead, or get things done. By asking yourself these questions, you're setting yourself up to rock it in your new digs!

Observing the environment, learning the history & mission, asking questions & listening, reflecting & adapting are great methods to understand the organizational culture of a new workspace, but there are other ways too. Engaging in formal assessments like employee surveys or using tools like the Barrett Culture Assessment can offer deeper insights. Analyzing internal communications, policies, and decision-making processes reveals underlying values. Interacting with employees across different levels and departments helps in understanding varied perspectives. Monitoring employee engagement & feedback provides a comprehensive picture of the culture. These combined approaches facilitate a thorough understanding of an organization's culture.

Dans l'analyse de la culture organisationnelle d'un nouveau lieu de travail, je pense qu'il faut prendre en compte trois points. Les objectifs et la stratégie de l'entreprise : Examinez comment la culture de l'entreprise est alignée avec la vision et la stratégie de l'entreprise. Serait -ce un atout ou un obstacle ? Les facteurs externes : A l'aide du PESTEL comprendre comment ces facteurs externes pourraient influencer la culture de l'entreprise? La flexibilité, l'adaptabilité et l' exemplarité : l'organisation doit être flexible et doit pouvoir s'adapter très rapidement pour faire face aux changements constants dans son environnement externe ou interne. Le management doit montrer l'exemple. C'est la clé pour une culture solide.

The Email Etiquette: Ah, the art of writing work emails – it's like deciphering a secret code. In some companies, emails are like casual texts. "Hey Bob, got a sec?" In others, it's like penning a formal letter to the President. "Dear Mr. Smith, I am writing to you with an urgent request..." The tone, formality, and even the speed of replies can give you a sneak peek into the company's cultural playbook. Is it a stiff-upper-lip kind of place, or more of a laid-back, 'let's-talk-over-beers' vibe? Emails are the window to a company's communication soul – formal and cautious, or relaxed and open? Make sure you read between the lines if want to know what it’s really like to work there!