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6 Signs of a Healthy Design Culture

A job seeker’s guide for evaluating established startups and agencies

When I was changing jobs last year, I created a framework to help me assess companies based on the following criteria: opportunity, growth, and most importantly, culture.

Although it is difficult to assess each of these factors independently, I discovered several signs pertinent to a healthy design culture. My article lists them below, with follow-up actions to help designers navigate the job search better.

6 signs

1. Everybody — from the founders to the entry-level staff — demonstrate a shared understanding of the company’s purpose. A shared understanding of the company’s purpose should exist for two main reasons: it serves as a focal point during ambiguity and it fosters collaboration. When a company hits turbulence, unity is key. Unity can’t happen if employees don’t understand why they’re at work in the first place.

• Observe: Does the company’s website have a mission statement? Is it articulated well?
• Listen: During the interview, how do people independently describe the company? Are their descriptions clear and pretty much the same, or are they muddled and vastly different?

2 . Design has a strong voice and a seat at the executive level. The company recognizes design as a strategic and collaborative practice. It is not subordinate to another discipline and remains involved in key decisions around product, engineering, and the organization.

• Ask: Who is at the executive level? Who isn’t? Does the design director report to the CEO, or a VP?

3. The design job has a market rate salary. How a company spends their money reveals their priorities. When an organization values a role, it will budget appropriately for it. Ask yourself: is the compensation near or above market rate? If not, it could be a sign the company probably does not prioritize design.

• Research. Tools like Glassdoor, Angel.co, and Salary.com can give you a ballpark idea of what designers make at certain companies.
• Talk about it. Although people sometimes scoff at this idea, I think it’s important to discuss salary with like-minded, trusted design professionals. There’s no harm in asking the question: what should I earn at x type of company, given my skill level/expertise?

4. The company budgets for creativity. A design-centric company understands inspiration doesn’t come just from the internet. It will give designers an allowance to invest in creativity and learning, from supplies like whiteboards and books to museums trips.

• Observe. At the interview, ask for a tour. Look around the office. Is work displayed on the walls? Are there plenty of monitors, sharpies, and post-its? Does the tool you need for X job exist?

5. The company is diverse. Diversity inspires innovation. Great ideas result from different perspectives and backgrounds (race, class, employment history, etc.) It’s not enough to say “We wish we could hire more women, but they don’t apply.” The company must acknowledge the problem and become proactive in obtaining and retaining talent.

• Research. Using LinkedIn, look at company’s current employees. Where do they come from? Did they all graduate from X school and go to X agency for X years? Or do they reflect a diverse background?

6. The company allows for mentorship. A company’s organizational structure, whether it is flat, hierarchical, or middle of the road, does not determine mentorship availability. If you are looking to grow and the company can’t offer it, it’s going to be a frustrating experience for both parties.

• Ask: How much time and resources are allotted to professional development? Is there a book/conference budget?
• Ask: How often do I check in with my boss? What is mentoring like at this organization?

Final thoughts

As designers in technology, we can be diligent about which companies we work with. The right design culture ultimately varies from person to person. Despite one’s criteria, a sound workplace always results in inclusivity. I’ve found the above ingredients crucial to creating what matters most: a sense of belonging, and an opportunity to do the best work possible.