How to use the platform of business culture to discover BS and hypocrisy

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Brett Putter, a longtime recruiter of senior executives and a consultant in corporate culture, has written his first book.

Culture Decoded Decks is a compilation and critique of culture programs of technology companies.

Well structured and engaging, this first book dissects various business manuals according to different themes. The author explores topics such as vision, mission, history, values, integration, transparency and failure, and reviews how the culture of Companies such as Netflix, Linkedin, Hootsuite, Hubspot and Asana cover these topics.

During our conversation, we show how much the culture of another company can be stolen with pride, why the most successful companies are cult, and we even tackle the theme of creating a culture for your family.

You will find below some of my own observations on culture media and their value to the health of a business culture. They do not reflect the content of the book we cover mainly in the podcast.

Bridges of culture are the constitution of a company

A cultural bridge is a fundamental document, the constitution of a company.

They may be the result of an ascending capture process, as in the case of the Zappos Culture Book, which gathers employee testimonials.

(To avoid confusion in terms: a culture game is basically the same as an employee manual.The format is the only difference.The card games are MS PowerPoint, the manuals are MS Word.)

But the best cultural badets are those where owners and leaders get involved and say, "That's how we want this society to work." They launched society with a vision for the future and they should be the ones who decide what kind of culture they want to build. Brett insists that there should always be a level of employee involvement.

As the book says, quoting David Cummings, co-founder of Pardot, "Business culture is the only sustainable competitive advantage that is totally under the control of the entrepreneur." There is therefore a strong top-down approach that must be present in a cultural platform.

They polarize the audience

If you try to appeal to everyone, you will not call anyone. The best culture decks are polarized. For example, the famous Netflix deck (which launched in 2009 the entire movement of companies publicly publishing their internal manuals) contains statements such as "we are a team, not a family". As Reed Hastings, founder and CEO of Netflix, is quoted in Brett's book, "If you know [that mentality] enter, you can like it; if you do not know, you may feel uncomfortable. "

So, especially if a business culture is unique, having these unique unique features can save you and your recruiting team a lot of trouble and recruitments that do not match. not to the rest of the team.

They help you call bullshit

The book does not cover much, but it is the most important and useful aspect, in my opinion: culture bridges serve as an ideological anchor of society and allow users to call BS on the actions of the leaders.

Just as the constitution of a country is the supreme document against which a Supreme Court can evaluate more mundane decisions (laws and regulations), the official culture program of a company can also serve as a criterion for evaluating the actions of individuals.

The most powerful application of this principle is to observe the reaction of management when a person breaks the values ​​set out in the document. Are there any consequences, or are they going to try to fend for themselves under the carpet? Nothing crystallizes hypocrisy better than accepting behavior that goes against the constitution of a company.

In addition, this aspect opens up a series of interesting questions that job applicants can ask during their interview. For example:

• "Your culture culture says that your employees participate in the success of the company, but I read 3 reviews on Glbaddoor who say they have not received any stock options. no bonus. "
• "Your employee manual talks about work-life balance. 10 of your 35 reviews report that they work nights and weekends regularly. "
• "How do you reconcile your stated mission of being the best place to work with a ranking of 2.5 on Glbaddoor?"

The way the interviewer will answer these questions will tell you a lot about the culture of the company. Sneaky and evasive reactions? Probably, the culture will be one of reluctance to face difficult facts. A slightly aggressive response that indicates you have crossed a line? There could be a good deal of hierarchical thinking in this business.

If, as a candidate for a position (with many options), you ask a question like this and you are not invited to the next round of interviews, rejoice, you have probably ducked.

Create a culture platform in your company

Creating a cultural platform is a very useful exercise that requires you to think about what you represent as a company and what you want to report to existing and potential employees.

Brett Putter's well-written book can serve as a useful inspiration in this process. You can find out more about this right here.

About the author of the book

Few people can claim to have a deeper understanding of the corporate culture than Brett Putter. 16 years of recruitment and 5,000 interviews taught him to instantly scan a candidate and determine if there was a connection with his prospective employer. He took this expertise and started the culture consulting CultureGene in early 2017, advise companies who want to change their corporate culture or set them up right from the start.

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Brett Putter, a longtime recruiter of senior executives and a consultant in corporate culture, has written his first book.

Culture Decoded Decks is a compilation and critique of culture programs of technology companies.

Well structured and engaging, this first book dissects various business manuals according to different themes. The author explores topics such as vision, mission, history, values, integration, transparency and failure, and reviews how the culture of Companies such as Netflix, Linkedin, Hootsuite, Hubspot and Asana cover these topics.

During our conversation, we show how much the culture of another company can be stolen with pride, why the most successful companies are cult, and we even tackle the theme of creating a culture for your family.

You will find below some of my own observations on culture media and their value to the health of a business culture. They do not reflect the content of the book we cover mainly in the podcast.

Bridges of culture are the constitution of a company

A cultural bridge is a fundamental document, the constitution of a company.

They may be the result of an ascending capture process, as in the case of the Zappos Culture Book, which gathers employee testimonials.

(To avoid confusion in terms: a culture game is basically identical to an employee manual.The format is the only difference.The datasets are MS PowerPoint, the manuals are MS Word.)

But the best cultural badets are those where owners and leaders get involved and say, "That's how we want this society to work." They launched society with a vision for the future and they should be the ones who decide what kind of culture they want to build. Brett insists that there should always be a level of employee involvement.

As the book says, quoting David Cummings, co-founder of Pardot, "Business culture is the only sustainable competitive advantage that is totally under the control of the entrepreneur." There is therefore a strong top-down approach that must be present in a cultural platform.

They polarize the audience

If you try to appeal to everyone, you will not call anyone. The best culture decks are polarized. For example, the famous Netflix deck (which launched in 2009 the entire movement of companies publicly publishing their internal manuals) contains statements such as "we are a team, not a family". As Reed Hastings, founder and CEO of Netflix, is quoted in Brett's book, "If you know [that mentality] enter, you can like it; if you do not know, you may feel uncomfortable. "

So, especially if a business culture is unique, having these unique unique features can save you and your recruiting team a lot of trouble and recruitments that do not match. not to the rest of the team.

They help you call bullshit

The book does not cover much, but it is the most important and useful aspect, in my opinion: culture bridges serve as an ideological anchor of society and allow users to call BS on the actions of the leaders.

Just as the constitution of a country is the supreme document against which a Supreme Court can evaluate more mundane decisions (laws and regulations), the official culture program of a company can also serve as a criterion for evaluating the actions of individuals.

The most powerful application of this principle is to observe the reaction of management when a person breaks the values ​​set out in the document. Are there any consequences, or are they going to try to fend for themselves under the carpet? Nothing crystallizes hypocrisy better than accepting behavior that goes against the constitution of a company.

In addition, this aspect opens up a series of interesting questions that job applicants can ask during their interview. For example:

• "Your culture culture says that your employees participate in the success of the company, but I read 3 reviews on Glbaddoor who say they have not received any stock options. no bonus. "
• "Your employee manual talks about work-life balance. 10 of your 35 reviews report that they work nights and weekends regularly. "
• "How do you reconcile your stated mission of being the best place to work with a ranking of 2.5 on Glbaddoor?"

The way the interviewer will answer these questions will tell you a lot about the culture of the company. Sneaky and evasive reactions? Probably, the culture will be one of reluctance to face difficult facts. A slightly aggressive response that indicates you have crossed a line? There could be a good deal of hierarchical thinking in this business.

If, as a candidate for a position (with many options), you ask a question like this and you are not invited to the next round of interviews, rejoice, you have probably ducked.

Create a culture platform in your company

Creating a cultural platform is a very useful exercise that requires you to think about what you represent as a company and what you want to report to existing and potential employees.

Brett Putter's well-written book can serve as a useful inspiration in this process. You can find out more about this right here.

About the author of the book

Few people can claim to have a deeper understanding of the corporate culture than Brett Putter. 16 years of recruitment and 5,000 interviews taught him to instantly scan a candidate and determine if there was a connection with his prospective employer. He took this expertise and started the culture consulting CultureGene in early 2017, advise companies who want to change their corporate culture or set them up right from the start.