November 16, 2021
5 Questions You Can Ask at Interview to Figure Out if The Organisation has a Healthy Culture

You are coming towards the end of a job interview, and you are asked: “Do you have any questions?’. Your time is limited. You want to understand what the culture is like, and how the organisation is investing in health and wellbeing. Instead of asking generally ‘what is the culture like here’, why not try one of these?

Can you describe a recent moment where a team member acted in line with your values?  

Culture and values are felt through the behaviours that are reinforced or discouraged on a day-to-day basis. You want to see if the leader easily mentions an example of living their values, or struggles to come up with one. Do they demonstrate that they have a way of doing things in the organisation, that is rooted in their values?

How do you support people to make good choices to balance their work and personal life?

If flexibility is a priority for you, this is a good way to get a sense of the organisation’s approach. Any leader should be able to provide examples of how that is currently working for their people. Does this leader believe in boundaries and having space that is protected? Is there ‘one way’ of doing things, or are there a range of supports in place?

You can check out some examples of what organisations are doing to support this in a hybrid setting here.

How do you demonstrate healthy behaviours for your team?

Leaders are key role models when it comes to health and wellbeing. They should have a clear sense of this, and be able to articulate how they create a healthy environment for their people. What you want to hear is the thought around it and how they view their role in

How do you focus on your own growth and development?

Are they investing in their own learning? Do they mention reading articles, listening to podcasts, reading books, having a mentor, taking courses, or having a coach? If they are developing themselves, they are more likely to develop their team. If they aren’t, it could be a flag that your own development won’t be a priority.  

Describe a recent success or win.

They should be able to come up with something pretty quickly, and it doesn’t have to be a big win. If they can, it would indicate that they understand and value performance. If they can’t, that might indicate that they aren’t great about celebrating progress or recognising people along the way to milestones.

Don’t waste your opportunity to learn more about your prospective organisation and leader in an interview. Asking these questions can help you get to the experience of that leader and that team.

Would your hiring managers and leaders be able to handle these questions? Contact us today to find out how we can equip you!

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