For many employees, culture is a major reason they say “yes” to a job offer. But, too often, the reality doesn’t live up to the pitch.
In this episode, Beth is joined by Deborah Fulghum, Employee Engagement Specialist and Culture Coach at Up Your Culture, to unpack what happens when the promised culture falls short of expectations (and how organizations can fix it).
Deb offers such great insights, like:
- Why too many organizations use company culture as a marketing tool without doing the actual work of establishing a solid culture foundation.
- How too many managers think of onboarding as a job solely for HR
- How people join a company but leave a manager… often because they feel as though their manager doesn’t really care about them.
Culture as a Selling Point… or a Warning Sign?
Deborah explains that too many organizations market their company culture without laying a solid foundation for it. Whether intentional or not, this can lead to a bait-and-switch experience for new hires—especially when core values shared in the interview don’t show up on the job. “If we say collaboration is important, but then isolate new employees from day one, we’ve broken a promise,” she points out.
This disconnect, Deborah says, is becoming more noticeable—and it’s happening faster. Engagement used to drop after a year on the job. Now, companies are seeing signs of disengagement within the first six months. The culprit? Overpromising and underdelivering, especially around things like values, development opportunities, and workplace environment.
A Wake-Up Call: Only 13% Feel Development Is a Priority
ENGAGE 2025: The Company Culture Report revealed that only 13% of new hires feel like their development is actually a priority—despite being told otherwise during recruitment. Deborah and Beth point to poor onboarding as a major contributor. Too often, onboarding is viewed as HR’s responsibility when it should be a manager-driven process that builds real relationships and trust.
One standout solution discussed in the episode? The Growth Guide: a structured conversation tool that helps managers uncover what motivates their people, how they learn, and what support they need to grow. When a company integrates this from day one, it sends a clear message: We care about your growth, and we’re walking the talk.
Relationship First. Checklist Second.
Throughout the conversation, Deborah emphasizes the power of connection in retaining talent. Whether it’s assigning a work buddy, involving new hires in collaborative projects, or checking in regularly, the goal is to make people feel seen, heard, and supported early and often.
"People don’t leave companies. They leave managers," Deborah reminds listeners. That’s why it’s critical that managers invest in building trust, offering feedback, and creating space for real conversations. Simple, daily check-ins with questions like “What energized you today?” or “What felt off?” can go a long way in reinforcing belonging and engagement.
Red Flags You Can’t Afford to Miss
So, what should leaders watch for? Deborah offers a few early warning signs that a new hire might be questioning their decision:
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They’re quiet and withdrawn.
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They don’t seek out or participate in peer relationships.
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They aren’t engaging with collaborative work.
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They’re over-assigned too quickly without being asked what they want.
Seeing these signs early gives leaders the chance to step in, ask the right questions, and reestablish trust before it’s too late.
No Surprises: The Power of Clarity and Transparency
The episode ends with a strong call to action: Be honest. Be specific. And don’t just say, “We’re like a family.” Explain what your culture actually looks like. Deborah and Beth both share how their own teams offer full transparency during the interview process by involving current employees and giving candidates the full picture, including the challenges.
When employees join a company and see the promises made during interviews reflected in their day-to-day experiences, the results are powerful. “That alignment between what we say and what we do? That’s where trust is built,” Deborah says.
Final Takeaway: Culture Can’t Be Faked
For organizations looking to align what they promise with what they deliver, Deborah leaves listeners with this advice: “If you’re fast-paced, say so. If your clients keep you busy, say so. Share stories that reflect your values in action... not just the words on the wall.”
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