Interview questions to establish a workplace culture
Use these 20 interview questions to establish the workplace culture, and check any red flags of an organization.
Many job seekers become disillusioned with their new jobs within months of starting and between 10-25% leave the a new employer within the first 3 months.
Three basic steps
There are so many other tells within the process about how you were hired, how people treated you, and even the state of the offices if it was an in-person interview. Very often the red flags about an organisation are there during the hiring process but the candidate failed to observe them or ask questions.
Be vigilant and persistent to avoid making the wrong choice. It’s about:
- asking the right questions to get the right answers. Any old question won’t do. It’s not enough to ask, “do you have an inclusive workplace culture?.” No hiring manager is going to say “no… we’re pretty toxic actually.” It’s important to phrase the question in an open ended way, to avoid yes/no answers.
- checking the responses to make sure they match your research
- digging deeper when something doesn’t jive. Many candidates are nervous about challenging hiring manager responses such as “We’re firmly committed to gender balance.” Then ask a follow up question around how many women they have in senior roles and the length of a typical career path for a woman, compared to that of a man.
20 Interview questions to establish workplace culture
1. “Can you describe the values that guide decision-making within the company?”
This question helps uncover the core principles and beliefs that shape the organisation’s culture and how employees align with them.
2. “How does the company promote collaboration and teamwork among employees?”
This question reveals the emphasis on cooperation, communication, and a sense of shared purpose within the workplace.
3. “How does the company recognise and reward employee achievements?”
This inquiry provides insight into how the organisation acknowledges and values its employees’ contributions and accomplishments. Do they offer compensation via a bonus system, employee of the month or other public acknowledgement of achievement? Or do they just say “good job” and offer a firm handshake? Check on the company website.
4. “What initiatives or programs does the company have in place to support employee growth and development?”
This question highlights the organisation’s commitment to fostering employee learning and career advancement. This will be through training, coaching, mentorship and continuous learning programmes.
5. “How does the company encourage a healthy work-life balance among employees?”
This question indicates the company’s consideration for employees’ well-being and their ability to manage their professional and personal lives. What processes do they have in place – if any? Flexible working, wellness programmes, mandatory holidays, access to counsellors or experts.
6. “Have there been any employee-led initiatives that have had a positive impact on the workplace culture?”
This question sheds light on how employees themselves contribute to shaping the culture and environment within the organisation. This could include suggestions that improve communication, process or workflow effectiveness, or foster collaboration between colleagues.
7.”What steps does the company take to ensure diversity, equity, and inclusion in the workplace?”
This question assesses the organisation’s commitment to creating a diverse and inclusive environment where all employees feel valued and respected. Check out the structure of the management committee in the annual report. How diverse does it really look? Do they have bias awareness training on an ongoing basis and systems which mitigate against bias and discrimination in all parts of the organisation?.
8. “How does the company handle and learn from failures or setbacks?”
This inquiry offers insights into the company’s attitude towards risk-taking, innovation, and the role of learning from mistakes. Can the give concrete examples.
9. “What rituals or traditions does the company have that employees look forward to?”
This question reveals the unique customs, events, or practices that contribute to a positive and engaging workplace culture. This can be around specific holidays, award / reward systems, social events, interviews of different employees for a newsletter.
10. “How does the company communicate and reinforce its mission to employees on a regular basis?”
This question assesses how effectively the organisation keeps employees aligned with its overarching goal and purpose. It’s about how they communicate (town halls, one-on-one meetings, departmental off-sites) and also how employees give feedback feedback(pulses ad surveys.)
11. “Why did the last employee leave?”
Get a name if you can or research them on LinkedIn
12. “What is your policy towards work-life balance policies, WFH, and flexible hours?”
Their commitment should be self-evident from the facts. Push for data. Research on their wen site and social media sites, plus Glassdoor.
13. “How do managers give and receive feedback.”
Dig deep into this to see if it’s formalised via an appraisal system or done in an informal way in one-to-one or in meetings.
Read: Actionable feedback – why language matters – 3 Plus International
14. “How do you measure success and what support will I be given to meet those goals?”
Finding out what a successful employee looks like can speak volumes. What do you need to do to be successful?
15. “How long is your onboarding process?”
You should be looking for a structured plan of 90 – 180 days with regular feedback points and if possible the provision of a coach mentor, or an onboarding buddy.
16. “How often does the team meet and does the manager have individual one-on-ones?”
You are just looking for data especially if part of the team work remotely or on a hybrid basis.
17. “What is your leadership style and communication preference?”
Listen attentively and match the answers against your own preferences. If the response suggests a high level of involvement and you prefer some autonomy that might be a potential red flag. Do they use Zoom, in person meetings, Slack, email?
18. “What is your approach to approach to diversity and inclusion?”
You are looking for a concrete commitment followed by an action plan with demonstrable progress. Check against your research and dig deeper if necessary.
19. “How do you approach creating psychological safety?”
What does the organisation do to create a speak-up culture? Do they have a zero-tolerance policy to sexism, harassment and bullying? Is there a confidential reporting system? Try and double-check if you can through your network.
Read: Psychological safety and toxic bosses – 3 Plus International
20. “What career development programmes and other types of support for growth do you offer?”
Once again ask for concrete examples that would apply to you. Courses, workshops, and training both in-house and external are all important.
Need support to cultivate an inclusive environment? Get in touch with 3Plus NOWÂ
