Exploring Company Culture

A supportive workplace isn't a luxury. It's the foundation of a thriving career. Everyone thinks securing a job is the ultimate goal. But I believe the workplace culture is just as important. Here's why: Early in my career, I focused solely on landing a job. I didn't consider the workplace environment. One day, I found myself in a toxic workplace. It drained me mentally and emotionally. That's when I realized the value of a supportive work culture. Now when I look for a job, I focus on the company culture. 3 things I look for: 1. Respect and Trust - Is there mutual respect among colleagues? - Do they foster a trustworthy environment? - Are ideas and concerns openly shared? 2. Opportunities for Growth - Do they offer training programs? - Are there mentorship opportunities? - Can you see a clear path for advancement? 3. Mental Well-being - Do they support mental health initiatives? - Is there a good work-life balance? - Do they provide resources for stress management? Reflect on your core values. Align your career choices with supportive environments. You're not just seeking a job; you're seeking a culture. A nurturing workplace accelerates your career and enriches your life. A toxic workplace can have the opposite effect. Choose wisely. ♻️ Repost to help others find a healthy workplace culture. 👋 I write posts like this every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don't miss the next one.

Top performers will spot the red flags fast. 11 signs of a horrible company culture: 1/ Fear Rules Daily → Mistakes equal punishment, not learning opportunities → Questions are discouraged with subtle hostility → Information is weaponized for power plays → Blame flows downward, credit evaporates → People self-censor to protect their careers 2/ Loyalty Means Silence → Disagreement equals disloyalty, even when right → "Team player" means blind agreement with leadership → Critical thinking gets labeled as "not aligned" → Yes-people get promoted, thinkers get sidelined → Truth-tellers disappear quietly from meetings 3/ Burnout Is Celebrated → Overtime is expected, not compensated → Balance means "weak commitment to success" → Vacation requests face passive-aggressive resistance → Breaks equal laziness in leadership's eyes → Health concerns are career limitations 4/ Leadership Hides → Decisions are mysteries until they hurt → Communication is one-way propaganda → Feedback gets ignored until talent leaves → Problems stay invisible until crisis hits → Credit flows upward, responsibility down 5/ Growth Is A Myth → Promotions lack clarity but never lack politics → Skills stay stagnant while expectations rise → Mentorship doesn't exist beyond lip service → Training budget vanishes first in every quarter → Potential dies slowly in endless meetings 6/ Politics Trump Results → Relationships beat performance metrics always → Favorites win regardless of impact → Merit means nothing against connections → Innovation threatens status quo defenders → Mediocrity gets rewarded with stability 7/ Toxicity Is Normal → Gossip drives decisions behind closed doors → Bullies go unchecked if they deliver numbers → HR protects power structures, not people → Good people leave first, quietly → Bad behavior has immunity if revenue follows 8/ Trust Dies Daily → Promises stay empty but expectations grow → Words contradict actions consistently → Transparency is fake corporate theater → Honesty gets punished with isolation → Cynicism spreads faster than good news → Documentation becomes self-defense 9/ Values Are Theater → Posters replace action on every wall → Ethics flex with quarterly pressure → Mission statements lie beautifully → Culture deck is fiction everyone quotes → Reality stays hidden from shareholders → Core values change with each CEO 10/ Talent Bleeds Out → Best people leave first, worst stay forever → Hiring stays desperate but standards drop → Standards keep dropping to fill seats → Quality people avoid you after interviews → Mediocrity becomes normal, then policy → Brain drain accelerates monthly 11/ Innovation Is Dead → Risk-taking gets crushed by committees → Ideas die in meetings about meetings → Change threatens power structures → Safe decisions win against smart ones → Future becomes past while competitors win → Disruption is a threat, not opportunity How many red flags do you see at your company? ♻️ Repost and follow Justin Bateh for more.

I watched a talented employee cry in their car last Sunday. Not because of a personal crisis. Not because of financial trouble. But because of workplace culture. Company culture isn't about words painted on walls. It's about how your people feel on Sunday nights. If your team spends Sundays dreading Mondays, that's not "just how work is." It's a cry for help. Here are 5 culture-transforming principles I've learned: 1. Trust is everything • Share decision-making rationale openly • Create psychological safety for new ideas • Remember: trust flows from leaders first 2. Recognition matters • Celebrate small wins consistently • Make "thank you" a daily habit • Be specific about contributions 3. Rest isn't weakness • Stop sending midnight emails • Champion genuine breaks and PTO • Show that unplugging is respected 4. Communication creates safety • Give growth-focused feedback • Set realistic expectations • Keep people informed 5. Actions trump words • Model work-life boundaries • Share your own challenges • Live the culture you preach The truth? Culture isn't built in a day. But it can be destroyed in one poor decision. Your team's Sunday night experience is the ultimate culture metric. What are you doing to make their Mondays worth looking forward to? ♻️ Share this to inspire someone. ➕ Follow me for more leadership insights.

Culture isn't beers, bean bags, and benefits. Culture is the behaviors that drive high-performing teams. Chris Donnelly nails the 12 key traits in his insightful graphic. Leadership expert Peter Drucker famously said, "Culture eats strategy for breakfast." Because strategy without aligned behaviors isn't a business.  It's just an idea. And culture is not something you work on occasionally.  It's how you and your team show up every day. - In every email. - In every meeting.  - In every interaction. So here are the 12 Green Flags  For Great Company Culture: 1. Performance Driven  Focus on value and impact, not face time. 2. Clear Vision Repeat it until they can finish your sentence.  3. Embraces Failure Celebrate good mistakes as learning. Eradicate the bad mistakes. 4. Values Your Time Ruthlessly prune useless meetings, inefficient processes, and bad clients. 5. Shows Empathy Only hire people who are comfortable operating on the far side of the fair. 6. Adapts to Change Make "continuous improvement" the expectation at every level. 7. Open Communication Empower your team with the info they need to make quality decisions. 8. Corrects Bad Behavior You set the floor of your culture with everything you tolerate. 9. Empowers Hard Work The path to exceeding expectations is clear and generously rewarded. 10. Accepts Disagreement Inspire healthy debate. Require it to result in mutual commitment. 11. Value Driven The behaviors are about winning, not virtue-signaling. 12. Encourages Diversity Diversity isn't hitting a quota. It's a competitive advantage. Culture isn't a poster on the wall.  Culture is everything you celebrate minus everything you tolerate. You set the tone as a leader. "What you do is who you are."  And what you do is what your team becomes. Build the team culture you'd want to be a part of. Steal this sheet today.  Your team will thank you. What's your biggest culture green flag?  Let me know in the comments ⬇️ ♻️ Repost this so your network can build high-performing team cultures. And follow Dave Kline for more! - - - - 📌 Liked this? I share my top leadership tips in my newsletter, MGMT Playbook. Join 25,000 people receiving my weekly newsletter with one tip, tool, or tactic for leading high-performing teams. Subscribe here: mgmt.beehiiv.com

Preventing the Dream Job Trap People often ask me, Amir, you speak against "dream roles" in games often - are you saying there's no such thing? No, they can exist, but there are crucial checks people often overlook. Also, this is really true for any job. I see many stop at, "I love this company, the name, the franchises, and the games they make; therefore, it’s my dream opportunity." Or just limited checks at all. Instead, I suggest the following: First, ensure the organization is a genuine cultural fit. This isn’t about PR buzzwords. It means having informational conversations with multiple people at the company, not related to job hunting, to get an honest perspective of what it’s like to work there. I also reach out to those who’ve interacted with the company and do unconventional things like observe their interactions with their community, including how they act on social media. I explore every angle available to get an unfiltered view. When I constantly talk about meeting others, this is why. I'm always reevaluating organizations and individuals. Second, if possible, try to understand the specific division or functional area where you’d be working. The time to assess this is not when you’re already in an interview loop. This is why maintaining ongoing conversations and building a network is crucial - the few questions you ask at the end of an interview are not enough time for any real discovery of what an organization is truly like. Third, be realistic about other aspects of the job; for example, remote work policies. Is remote work important to you? Does the company offer it, and how integral is it to their culture? Consider other factors like parental leave and benefits that matter to you. Anything not core job that matters, at least try to sniff it out. Don’t hesitate to ask - many hesitate to ask. Fourth, if you, like me, enjoy activities outside of work, such as social media or other external engagements, know that some companies are intolerant of these. Even if you love the job, it could be a shock to realize certain key aspects of your life would need to change. Get it in writing and don't have a rude surprise after accepting an offer - I see that plenty too. For instance, some companies also have restrictive policies on external consulting or side gigs, which could be a dealbreaker for some. Personally, I do some advisory work, never for pay, but it’s very important to me, so I need a company that allows for that, in writing. While I understand these might seem like luxuries that can’t always be afforded, especially in an unprecedented poor job market, having the mindset that you’ll aim for the most thorough evaluation possible and then adjusting based on what’s feasible will help you. Critically, especially in challenging times, there’s nothing worse than spending months finding a role only to discover it’s a poor fit or a toxic environment because you didn't check, forcing you to leave fast and to start all over again.

Burnout isn’t just an individual problem… It’s a cultural one. Here’s why👇 🏢 Misaligned priorities. Many organizations prioritize productivity over people, treating employees as cogs in a machine. A culture fixated on output over well-being inevitably breeds exhaustion. 💼 Overwork myth. The hustle culture glorifies long hours and constant availability. But here’s the irony! Overworking doesn’t lead to higher productivity, it leads to mistakes, disengagement, and eventually burnout. 🌱 Missing support systems. Companies offer well-being initiatives but these are band-aid solutions. If employees don’t feel safe taking a mental health day or setting boundaries, no perk will make a difference. 💬 Silent epidemic. The stigma around admitting burnout is real. Employees fear judgment or repercussions, so they stay silent, and the cycle continues. So what’s the solution? 🎯 Shift the culture. Organizations need to model and reward balance, not burnout. Leaders set the tone when they take breaks, set boundaries, and prioritize their well-being. 🛠 Redefine productivity. Productivity is about doing what will make an impact. Encourage employees to focus on meaningful work instead of busy work. 🤝 Invest in connection. A culture of support where people feel seen, heard, and valued reduces the isolation that often fuels burnout. Burnout isn’t an individual failing. It’s often the result of a system that prioritizes work over well-being. Let’s start changing the system. How does your company approach burnout and well-being? Share your thoughts in the comments. ♻️ Repost to help others notice the signs of burnout 🔔 Follow me Julia Laszlo for daily tips on how to uncover your sense of purpose

What are the hidden signs of a great company culture? A growing workplace isn’t about fancy perks or office spaces. It’s about trust, growth, and a sense of belonging. Here’s how you can recognize a strong company culture: 1. Psychological safety comes first Employees should feel safe to share ideas, take risks, and voice concerns without fear of judgment. When people feel secure, innovation thrives.   2. Communication is open and honest The best workplaces encourage transparent conversations at all levels. When employees feel informed and heard engagement skyrockets. 3. Turnover is low for a reason People don’t leave jobs where they feel valued, supported, and see long-term growth. A low turnover rate is a sign of a positive, healthy culture. 4. Recognition and growth go hand in hand Employees who are appreciated and given opportunities to advance stay motivated and perform at their best. 5. Work-life balance is a priority, not a perk A culture that respects personal time and well-being leads to happier, more productive employees. 6. Teamwork is at the core When success is shared, collaboration strengthens, and a true sense of belonging is created. 7. Leadership is transparent and accountable Great leaders lead with honesty and integrity, fostering a culture of trust and respect. 8. Employees feel heard and valued When feedback is welcomed and acted upon, employees feel like they truly matter and that makes all the difference. A strong company culture isn’t built overnight; it’s nurtured every single day.

Leaders: Working 50, 60+ hours a week isn’t a flex. And requiring it of others is ridiculous. If you think your team is only really working when they’re burning themselves out… that’s not leadership. It’s possible to build a business where people grow in their roles, push the boundaries, and don’t burn out. Here’s what that actually looks like: 👉 Real conversations, not just annual reviews. Talking about performance once a year doesn’t work. At Accelity, we meet with team members quarterly to discuss what’s working, what’s not, whether they feel valued, and how their managers can improve. 👉 Skip the toxic positivity and celebrate specifically. We’ve toed the line of toxic positivity by trying to stay positive about every little thing. And guess what? People can tell when you’re faking it. Sometimes work sucks. It’s okay to say that out loud. At the same time, we celebrate the hell out of what’s working. Loudly and specifically. 👉 Support each other on a personal level. It’s okay to say “I’m not here all the way today.” Or, “I’m dealing with something personally and my brain’s a little fuzzy.” Or even, “I’m not okay today.” Create a culture where you don’t ask questions; you just show up for each other. 👉 Help your people grow without making them drown. Our Growth Hero program is all about leveling up in ways that actually fit into people’s lives. You want to take on a dense book about psychology and decision making? Great. You want to watch a series of YouTube videos and discuss them in our 1:1s? Great. We’re not perfect. But we’ve built a place where people stay—for years. And care about each other and the work. What would you add to the list above to create a healthy workplace? 🎧 This week’s episode of The Art of Entrepreneurship breaks it all down: https://lnkd.in/e4aNh7Zi ♻️ Repost if you’re ready for the opposite of hustle culture 🙌

𝗦𝗰𝗮𝗹𝗶𝗻𝗴 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 I have worked at and advised multiple companies in 2 decades - both startups and established ones. Here are the daily habits that keep successful companies at the top. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 - 𝗖𝗿𝘆𝘀𝘁𝗮𝗹 𝗰𝗹𝗲𝗮𝗿 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗻𝗼𝗻-𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝗯𝗹𝗲. Top companies ensure everyone understands not just what needs to be done, but why it matters. They communicate across departments, eliminate silos, and create systems where information flows freely. When uncertainty arises, they overcommunicate rather than assume. 𝗘𝘅𝗲𝗰𝘂𝘁𝗲 - 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝗼𝗻 𝗶𝘀 𝘁𝗵𝗲 𝗸𝗲𝘆. The most successful companies I've worked with aren't just idea factories; they're execution machines. They focus on getting things done quickly and efficiently, iterating rapidly based on feedback. No matter how brilliant your strategy, it's worthless without disciplined execution. 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴 - 𝗳𝗼𝗿 𝗯𝗲𝘀𝘁 𝗮𝗻𝗱 𝘄𝗼𝗿𝘀𝘁. They're prepared for unexpected challenges and positioned to seize unexpected opportunities. This dual-focus planning creates resilience and agility - two qualities essential for long-term success. 𝗠𝗮𝗸𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗳𝗲𝗲𝗹 𝘃𝗮𝗹𝘂𝗲𝗱 - 𝗚𝗲𝗻𝘂𝗶𝗻𝗲 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁 𝗶𝗻 𝗰𝗼𝗹𝗹𝗲𝗮𝗴𝘂𝗲𝘀 transforms work culture. Successful companies recognize that engaged employees deliver exceptional results. They invest in development, celebrate victories (big and small), provide meaningful feedback, and truly listen to their team members' ideas and concerns. Mistakes are not punished but encouraged to be shared. 𝗧𝗮𝗹𝗸 𝘁𝗼 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿𝘀 - 𝗖𝘂𝘀𝘁𝗼𝗺𝗲𝗿 𝗶𝘀 𝗞𝗶𝗻𝗴. The most successful companies maintain direct lines to their customers at every level. They don't just collect feedback; they obsess over it. Leaders regularly speak with customers, product teams incorporate customer insights, and decisions are made with customer needs at the center. These aren't just occasional initiatives - they're daily habits embedded in the company culture. The organizations that consistently perform these five practices don't just survive; they thrive, regardless of market conditions. What daily habits have you observed in successful companies? I'd love to hear your experiences in the comments. #ExecCoach #BusinessStrategy #LeadershipLessons #CompanyCulture #ExecutionMatters #FractionalCTO

You are what you tolerate. That’s the truth about culture. It doesn’t matter what you write on the walls or post in a slide deck. What matters is what you actually do. + If you let toxic behavior slide, you’re signaling that it’s okay. + If leaders are late to meetings, you’re saying time doesn’t matter. + If you don’t show care in tough moments, you’re showing care is conditional. Culture isn’t the values you aspire to. It’s the behaviors you cultivate every day. Culture isn’t what you say you want. It’s what your people feel every day. At Wistia, Brendan and I have learned this the messy way. Over the years, one question has guided us through big and small decisions alike: “Will I be more or less likely to want to work here after this decision?” That shift in perspective changed everything. Sure, the explicit decisions: how we give feedback, define values, or structure the org shape culture. It’s the tiny pivots, the unnoticed calls you make every day, that really determine whether your culture stays true or drifts into something unrecognizable. So if you’re building a company, don’t overcomplicate culture. Ask yourself: What am I reinforcing? What am I allowing to grow? If you wouldn’t choose to work here, why would anyone else?