Reading the signs. What can you learn about an organisation from its car park.

One of the things I have learnt over the years is that most organisations are like holograms. Something that applies to a small part of it applies to the whole. I think this is because over time any part that did not reflect the rest of it would change. It is an organic thing, if part of you is injured but the rest is really healthy then the injury tends to heal quickly.

You can learn a lot from a company's website but feedback to the web designers is often slow. Visit the factory or offices and you can learn a great deal without even going in the door. There are so many signs, not just about how things are now but also pointers to the history of the company.

The most obvious thing to look at is the cars and bikes. The number will give you a rough idea of how many people work there, particularly if there are poor transport links. The age and type of car will then indicate the income of the owners, the age (look for stickers) and possibly their gender and interests. Whenever you consider a factor I recommend that you then look at how it has changed. Is the car park struggling to cope with the number of cars? If parking in the area is not generally a problem then it could mean they are doing really well or possibly that they can't afford to move at the moment. Remember it and consider other things. A car park with a lot of empty spaces also tells a story.

How are the bays labelled? If the ones near the front door are reserved for certain company positions (finance director, MD etc) then it indicates a company with a strong hierarchy. It is interesting to look for changes in the way the bays are marked. Removal of designated spaces indicates a change in company culture. When and why did that happen. The company attitude towards wheelchair users may be indicated by the designated bays. Are there more than the statutory minimum? Has a lot of thought gone into their positioning? Are they being used?

There are many other signs that point towards the culture of the company. The name board(s), smoking areas, rubbish, air conditioning, plants etc. The point is not to focus on what is there but what it indicates about the beliefs and values of the people who put it there and allowed it to remain.