What are the best ways to assess a team's culture before joining?

In my experience, the best way to assess a team's culture before joining is a multi-pronged approach. Research the company's values and online presence, identify your own priorities for communication and interaction, then ask insightful questions during interviews and request additional interactions like team meetings or reference checks. Trust your gut, prioritize a good fit, and invest time in this assessment – a positive team culture can make all the difference for your career happiness and success.

Assessing a team's culture before joining is like checking the vibe of a party before RSVPing. Start with online reviews—gather insights from previous guests. Network with current or former team members—like chatting with regulars for insider info. Explore social media—peek into the event photos and posts. Utilize informational interviews—having a pre-party chat with the host. Pay attention to the company's values—ensuring they align with your dance moves. Trust your instincts—like sensing the rhythm of the atmosphere. It's not just about assessing; it's about ensuring you'll step into a workplace groove that syncs with your own beat.

One thing I have found helpful is to utilize informational interviews or casual conversations with current or former employees of the team. This can provide insider perspectives on the team's working style, communication norms, and overall atmosphere. Platforms like LinkedIn can be instrumental in connecting with these individuals. For professionals in AI and computer science, who may value a certain kind of work environment, such insights are invaluable.

The best ways to access a teams culture before joining is to research the team online. This gives you a opportunity to get a inside look at how the team operates.

To assess a team's culture, a user can examine the company's website, network with current or former employees, research employee reviews on websites like Glassdoor or LinkedIn, conduct informational interviews with different teams, and observe during interviews or site visits. These methods provide valuable insights into the team's culture, including office layout, interactions, dress code, and overall atmosphere. By analyzing these aspects, users can make informed decisions about their work environment and contribute to a positive work environment.

I always ask about: - What is your manager/leardership style? - How do you handle conflict? Ive found these questions helps to smoke out potential red flags as poor leadership or lots of conflict within a team or department.

I’ve been known to ask something like, “if your best friend was interested in joining this team, what would you tell them?” If there’s wide-eyed stares or stammering to find an answer, run. This is a dysfunctional group.

Las entrevistas culturales deberían ser bidireccionales, permitiendo a los candidatos evaluar también a la empresa. Sin embargo, debido a la estructura actual de los procesos de selección, la mayoría de las veces es la empresa la que evalúa a las personas candidatas. Desde mi experiencia, dar a los candidatos la oportunidad de hacer preguntas durante la entrevista, ayudaría a tener más visibilidad sobre temas tan importantes como la misión y valores, el clima laboral y las expectativas, el liderazgo y el estilo de gestión, el bienestar y crecimiento de los empleados, la diversidad, equidad e inclusión (DEI), la responsabilidad social corporativa (RSC), la comunicación y el feedback, y el equipo.

As per my option, you need to attend in-person connect /meet with the technical / reporting manager before the start date of the organization or before accepting the offer. It will gives opportunity to learn / observe the culture of the Organization.

Pay more attention to what a company does than what it says. And not only that, check if there is consistency between what it says and what it does. If in doubt, stick with actions because they are a more reliable indicator than words. Observing how a team interacts provides valuable information about the company's dynamics. For example, whether collaboration is encouraged, if communication is open, if there is respect... In essence, observing team interactions offers a practical and realistic view of the culture and organizational health of a company.

Critical evaluation is key in all aspects of professional life (and personal, but that's for another article). Before being part of any organisational/team culture/mindset, one must first look within. Why am I joining this team? What do I gain from it? How can I contribute? Will my voice be heard? Do I want my voice to be heard? Where do I want to be in the medium to long-term future? Can this organisation/team help me to get to where I want to be? Can I support others in the team to get them to where they want to be? Reflecting on yourself and asking yourself what you need and want is a start but then one must also ask the same questions to the organisation/team to see if they align. Only then can one reflect on the next steps.

Examining your own preferences entails a thorough process of self-discovery. This exercise allows you to identify and understand your values, needs, and expectations in the professional environment. You can begin by asking yourself: - What ethical and moral principles are most important to you? - What are your professional priorities? - Do you prefer a flexible or structured work style? - From your past experience, what aspects demotivated you? Self-awareness is a valuable tool for making informed decisions about your career and finding a work environment that aligns with your values and preferences.

También solemos llamarlo "feeling" y aunque es un sensación instintiva o una percepción sin un razonamiento lógico aparente, no hay que ignorarla. Confía en tu intuición, especialmente si suele ser acertada.

Basarse en la propia experiencia para aconsejar a alguien implica destacar la importancia de escuchar la intuición al evaluar la cultura de un equipo, lo cual puede ser muy revelador. Interactuar con posibles equipos y prestar atención a las primeras impresiones emocionales y la energía que se percibe del grupo puede ofrecer pistas fundamentales sobre la compatibilidad. Sentirse emocionado, curioso y en sintonía con los valores del equipo y su dinámica indica un entorno potencialmente enriquecedor. Sin embargo, es crucial no depender exclusivamente de estas sensaciones; equilibrarlas con evaluaciones más objetivas ayuda a evitar sesgos y a tomar decisiones más informadas.

It is always a good idea to read Glass Door reviews or inquire with connected colleagues on Linked In about the team health and culture to round out your interview experience and give you additional layers of insights about the company and team. Watch for red flags that seem to conflict with your values.

Diversity in Team can be a key factor defining the culture. The diversity on basis of Demography in the Team may be the reason for lesser cohesion and more of conflict though the subgroups may be more cohesive as per statistical analysis.The ability and personality diversity may still have lesser impact on the functioning of the Team. Thus the fault lines on various factors in the Team will have direct effect on the Culture of the organisation.

?? Research the organization’s vision, mission, and values. ?? Talk to current or former employees. ?? Observe the team’s behavior and interactions. ? Ask questions during the interview. ?? Use a culture assessment tool.

In my first book, Fit Matters: How to Love Your Job, my co-author and I expand on this question to explore exactly how you can assess your needs and a company from the outside before you say yes. Knowing what you need from work and having ways to assess what the potential org you are joining offers in terms of culture, values, mission, cash currencies, lifestyle, and more are essential to you succeeding there for the long-term.