Q: Recently, you wrote that for long term success, it’s important that company culture be aligned with a person’s values. I went to work for a company I thought valued innovation. As it turns out, innovation for them is more of an ideal, not something that applies to our work. For my next job, how can I ensure when a company touts innovation, that it’s for real?
A: There’s no way to know for sure. But you can certainly do the mandatory homework about the company: check their reputation with others in your industry, and research it online. Try connecting with current employees –you’ll meet some during the interview process. You also can use Linked In to reach out to former employees.
You’re not alone being disappointed. Companies often adopt values with the best intentions, but then do very little to make them come alive day-to-day in the workplace.
Innovation is such an example. Many companies are rushing to include it in their corporate culture. But as you found yourself, for many it’s just window-dressing.
Like its 90’s predecessor “quality”, innovation doesn’t just happen. It needs the right conditions to flourish, including technical excellence and perseverance. It also requires time and freedom for creativity and risk-taking – even permission to fail.
Google is famous for requiring their engineers to spend a percentage of their time exploring ideas or pursuing projects unrelated to their specific job. This cross-pollination has generated some of their best innovations. But Google is exceptional– most definitely not the norm.
As you found, the reality is more status quo. Companies that supposedly value innovation still want their employees to adhere to their specified jobs and color inside the lines. Not that there’s anything wrong with that. It simply won’t produce innovation –and new employees will see that clearly during their first week. Or sooner.
One final suggestion before accepting your next job: ask for a company tour. Notice how your tour guide describes different areas, “this is where we get together to brainstorm” is a good sign. Notice employee’s demeanor and of course trust your gut. This should help in making a better decision next time.
© Copyright Eva Del Rio – Published in The Gainesville Sun on August 28, 2011
