The concept of corporate culture can be a somewhat nebulous thing. It is not something where you can look at facts and figures. It has to do with the attitude and morale of workers, their engagement with their work and their productivity.

But, although culture is not easy to quantify, human resources specialist Andy Porter says there are definite tell-tale signs that show when your corporate culture is in trouble. They are signs that human resources staff members need to be aware of and take action on when they see them.

One sign is when a manager accepts the fact that an employee is not performing the way he or she should, and rationalizes the acceptance with the attitude that something is better than nothing. What this means, Porter says, is that the performance standards in the company have really taken a nose dive. This is something that will really hurt the morale in a company. If employees know that a manager is allowing someone to get away with less than satisfactory performance, they see a double standard, and they may believe they have to do more to make up for the other person’s lower performance. Plus, it also calls into question the assessment that the manager gives to other employees, and how much that can be trusted.

Another sign that things are not right is when a hiring manager settles for a job applicant who may not be exactly what he or she is looking for, taking the attitude that you have to accept what is available. This could mean that the manager really doesn’t know how to evaluate candidates properly for the skill set needed, or that the manager is really just looking out for himself and is not in tune with the culture of the company, Porter says. Human resource workers need to put the brakes on this kind of thinking and remedy the problem.

Finally, another sign your culture is really slipping badly is when you hear someone say, “It’s not my responsibility.” This shows a person who is concerned only about him- or herself and not the good of the company as a whole. Porter says there is no easy answer for handling this problem. It involves reviewing the mission of your company with your employees and trying to reconnect your employees to it and letting go of people who can’t or won’t buy into it.

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