How Can You Assess a Company's Morality and Management Before Joining?

I would like to know how to identify the morality of a company before deciding to join or attend an interview there. Many people often attend interviews and join a company only to later discover poor management practices or issues with the specific position they were offered. To prevent damaging one's career, is there a way to identify these issues beforehand? Perhaps through a complaint forum that maintains a database of company reviews, allowing individuals to assess the morality and management practices of a company before making a decision to join.

Please suggest.

Regards

I also agree with Shiva that during the interview, a lot of commitment and professionalism are shown. However, when you join the company, the picture is totally changed.

Regards,
Rajiv

Without personal meetings, face-to-face discussions, and without entering the organization, no one can understand the mentality of management. As no one within the company complains about the company's culture, atmosphere, or procedures, it is difficult to assess due to job security.

Mr. Rajiv, as you rightly said, no one in the organization will disclose information about the organization's morality due to job security. As Sunita mentioned, social media could be one of the best ways to learn about the organization through the employees. We can't always find CMMI-level companies easily. So, these are the only ways. Thank you very much for your valuable reply.

I am yet to find any time-tested ways to identify the morality of a new employer. However, I request you to consider these points while weighing your new employer.

- Speak to the existing employees and separate individual feedback from common concerns. Focus on the standpoint taken by the leaders and systems in general. Consider if there are defects or any problems faced by employees, how far does the organization go to support, what existing systems are in place, and how does the leadership utilize them.

- Ask about the appraisal system and look for commonalities such as timeliness, hike distribution, and growth paths not just for the favored employees but also for the average performers in the team.

- Identify how customer complaints are dealt with. Does it all boil down to the blame game? Alternatively, does this lead to greater R&D and better process audits?

- The ethical processes might only run skin deep and may not allow a newcomer to weigh them. Focus on how sudden non-adherence is managed. If it is met with consternation rather than maturity, it says a lot about the decision-makers and the Corporate Guidelines they are supposed to follow.

Systems are formed and governed by the hands that run them. A great but dormant process serves no good. Hence, weigh both in the right proportion. I hope this helps.