culture fit

The success of a company depends not only on the technical skills of its employees but largely on the cultural dynamics within the firm. While traditional hiring methods prioritize skill fit and fitting into current company culture, fostering diversity of perspective can more effectively enhance the organization. Rather than solely looking for candidates who excel on a technical level or perfectly align with the company culture, hiring for “culture add” can be a much more effective method. “Culture adds” entails individuals who will positively contribute to the culture of the company and create positive enhancements. 

Technical skills are crucial for many roles, however, they are not the sole determinant of a successful employee. The ability to critically think, introduce new perspectives, and adapt to changing environments are vital characteristics for employees to possess. With this in mind, hiring managers must consider candidates' ability to contribute to and evolve the company culture, beyond simply accounting for technical proficiencies. 

Hiring mainly on the basis of technical skills can lead to employees feeling like an outsider within the organization. When a new hire doesn’t feel comfortable in an environment, they may have decreased productivity and even be motivated to find a different organization with a more suitable company culture. Overall, this can contribute to increased employee turnover rates and create lasting impacts on the company culture. 

While it may appear harmless to prioritize hiring candidates that best align with the company culture, commonly referred to as a ‘culture fit’, hiring individuals that are perceived as the best fit for the company can lead to discriminatory practices. When hiring a culture fit, this can encourage the hiring staff to consider candidates most similar to the current employees within the company. This creates opportunities for affinity bias, the tendency to favor people from similar backgrounds or with similar interests. If there is currently limited diversity within the company, this can perpetuate the limitation of diversity within the organization as they may appear to not ‘fit’ the current culture. 

This lack of diversity also applies to a lack of thought and perspective diversity. Hiring individuals who are similar to current employees may indicate that they have similar methods of approaching problems and similar critical thinking patterns. Overall, this will limit the progression of creativity and limit the problem-solving opportunities for the organization. 

Define culture add and the benefits 

As written above, hiring solely for technical skills and promoting culture fits aren’t ideal approaches for the hiring process. Seeking culture adds differs from culture fits because culture fits focuses primarily on hiring individuals who already fit in well with the current culture, while culture adds are individuals who can elicit positive change within the organization through the inclusion of diverse perspectives. Prioritizing attracting candidates with unique skill sets and experiences can serve as a beneficial addition to the creative problem-solving capabilities within the organization. 

Hiring for culture adds also adds an element of inclusion and belonging that is lacking with ‘culture fits’. Fostering a culture that supports diversity and ensures that employees feel welcomed is an important aspect of a culture add. Employees who feel valued and united around the shared values will be most likely to feel motivated and committed to the shared success of the organization. 

After establishing the importance of hiring culture adds, here are some implementation steps to adjust recruiting and hiring practices: 

Identifying candidates that most effectively add to the company culture is achieved through recognizing company culture. An easy way to categorize company culture is to consider existing company values and vision statements. Another method to determining company culture is to ask current employees about their perceptions of the company culture. To get the most accurate responses, consider organizing anonymous surveys to gather feedback. These identified company values can then serve as guiding principles to look for in potential candidates during the hiring process. Those who best align with the company values and vision will serve as beneficial additions to the broader goals of the organization. 

2. Convey company culture 

After determining company culture, conveying an accurate representation of the company’s culture will help to attract the ideal culture adds. Changing current marketing material or job descriptions to emphasize company values and the company culture. Including employee testimonials discussing their experiences within the company and highlighting existing employee resource groups allows prospective employees to learn more about the company and make a more informed decision on whether the culture is appealing to them. 

3. Allow applicants to see the company culture 

Conveying company culture can also be achieved by introducing applicants to the company culture in person or via virtual means. Offering virtual tours of the company or in-person events to interact with current employees can allow both the applicant and the hiring staff to gauge whether the applicant would positively contribute to the company. In-person events may include team bonding events, volunteering opportunities, or even team lunches to get a better understanding of the cultural dynamic. 

4. Consider Applicable Transferable Skills 

Prioritizing candidates with transferable skills and a growth mindset are important considerations when hiring for culture adds. While technical skills are important, if a candidate demonstrates adaptability and a willingness to learn, this can indicate they are a strong culture add and can grow in technical areas that need slight development. 

By implementing these strategies, demonstrating company culture to prospective candidates can be achieved more effectively. Ultimately, changing recruiting and hiring practices to focus on culture adds allows companies to hire employees who possess qualities that will promote the current culture and continue to make a lasting positive impact. It is important to recognize that changing hiring approaches to focus on promoting ‘culture adds’ takes time and consistent effort. Continue to gather feedback from candidates and employees to ensure that the company values and culture are accurately reflected throughout the hiring process. 

While technical skills are important when hiring new employees, recruiting ambitious candidates who possess strong critical thinking skills and will promote the values of the organization can be more valuable than solely technical proficiency. By cultivating a workplace culture that encourages growth and adaptability, organizations can achieve more sustainable future successes. 

Sarah is a diligent project manager at a thriving tech company. She's skilled at what she does, leading her team with precision and effectiveness. However, Sarah often finds herself isolated within her department's bubble, unaware of the challenges and triumphs experienced by colleagues in other divisions. Despite her dedication, she feels disconnected from the broader company culture, yearning for stronger bonds and improved communication across departments.

Sarah's experience is not uncommon in modern workplaces where information silos can hinder collaboration and innovation. Building robust team communication and overcoming these silos is crucial for fostering a cohesive company culture where every employee feels valued and connected. 

At the heart of a thriving company culture lies effective communication and collaboration. When employees interact across departments, they gain valuable insights, share diverse perspectives, and develop a deeper understanding of the organization as a whole. This interconnectedness fosters creativity, enhances problem-solving capabilities, and cultivates a sense of belonging among team members.

A strong company culture is the foundation upon which successful organizations are built. Cultivating connections within your team can foster a sense of belonging, collaboration, and shared purpose. Research has shown that employees who feel connected to their colleagues and organizations are more engaged, satisfied, and motivated.

By encouraging open communication, fostering team-building activities, and promoting a supportive work environment, you create opportunities for connection to flourish. Studies indicate that positive workplace relationships not only boost employee morale but also improve productivity and overall performance. Investing in connections within your company culture can create a sense of belonging that inspires creativity, innovation, and loyalty among your team members.

As Sarah implements these strategies within her company, she begins to witness a transformation. Cross-departmental projects ignite creativity, communication channels flourish with meaningful exchanges, and social events foster a sense of camaraderie among colleagues. With each interaction, Sarah and her peers develop a deeper appreciation for the interconnectedness of their roles within the organization.

Fostering team communication and overcoming information silos is not merely about sharing data; it's about building relationships, cultivating trust, and embracing a unified company culture. This represents a shared responsibility in a company’s workplace for all employees to work together to embrace company culture, stemming from the company’s leadership teams. 

A company’s culture needs to be adaptable. There are many external factors exerting pressure on any business as well as internal changes such as leadership transitions and expansions. The culture needs to change to keep up with these changes. Attempts to lock in a certain type of culture over the long term at best will fail; at worst, they will hinder the organization’s competitiveness and sustainability.

This points to a key requirement of the shared responsibility approach to culture-building. Changes to the culture must be explicitly communicated and vetted by all. Everyone may not agree with the changes, but they must understand them and agree to support them.

To achieve the desired culture, everyone must have a clear, consistent, common understanding of it and everyone must work together in a deliberate and coordinated effort to cultivate it. While each person or group is accountable in their own way, everyone shares accountability for achieving the desired culture.

By breaking down barriers and promoting collaboration across departments, organizations can harness the collective power of their workforce, driving innovation, and success. As Sarah and her colleagues demonstrate, when every part of the company is bonded together, the result is a vibrant, cohesive culture where every employee thrives.

Cross-cultural teams provide immense benefits to organizations such as enhanced problem-solving skills and diversity of perspectives from the culmination of various backgrounds. Although these benefits can contribute to an organization's success, difficulties can arise for managers tasked with leading these cross-cultural teams. Scheduling conflicts and communication barriers can create points of conflict for managers. Additionally, less apparent issues such as cultural norms and creating a unified team environment can be detrimental to the success of a cross-cultural team. Increased awareness about cultures can work to prevent potential tensions from arising within the workplace. 

Cross-cultural teams may be comprised of individuals working remotely from different countries or expatriates. Regardless of the composition of the physical locations of group members, cultural differences can present tensions in the team environment and communication methods because individuals from different cultures may have drastically different approaches to tasks in the workplace. Various strategies can be implemented by managers to develop cultural understanding, enhance communication, and develop team norms ultimately improving the team's performance. 

Learning about differences between cultures present on the team can develop increased awareness about why team members may do or interpret things differently. A helpful resource to understand more about different cultures is Geert Hofstede’s Cultural Dimension Theory. Hofstede’s theory explores six key aspects of cultures: power distance, uncertainty avoidance, individualism-collectivism, masculinity-femininity, and short vs. long-term orientation. Comparison between cultures using these cultural dimensions can work to explain variances in workplace behavior. For example, team members from cultures with higher power distance increasingly value hierarchy and are more likely to rely heavily on those with positions of power for explicit direction. This may present an issue for teams that depend on quick decision-making processes and independent work. Being conscious of these potentially ingrained cultural differences can guide managers to communicate more about proper procedures and create a more inclusive workplace environment. 

For team members recently relocated to a new country, there may be some distinct cultural differences they are not accustomed to within their new home. Developing proper mechanisms for expatriate training is incredibly important for easing this transition for newly relocated team members. While many companies have established systems for assisting relocated employees to adapt to the new location, as a manager, it is important to develop an inclusive and comprehensive introduction to the new space they are working in. Aiding a seamless transition to the new working environment can include more one-on-one conversations to learn more about the recently relocated team member and discuss any potential concerns they have adjusting to the new environment.

Communication barriers are another important consideration when working with a cross-cultural team. For team members who aren’t working in their native language, aspects such as tone and sentence structure may vary considerably. These differences in communication and understanding present many points of misunderstanding between workers. Strategies to prevent misinterpretation consist of utilizing clear and concise messages. This way there are fewer opportunities for potential misunderstandings. Another strategy to emphasize amongst team members is to encourage clarification. If a team member does not entirely understand something, asking further questions can prevent issues later. Working to develop an environment that promotes questions and clear communication will benefit the entire team. 

Another important facet of communication that can vary across cultures is “taught behaviors”. Within different cultures, there are different cultural norms of communication. For instance, American team members may be abrupt over chat function and directly start conversations with a question or request, while Indian team members tend to practice more indirect communication and may include a greeting and more pleasantries before requesting something. Although a seemingly insignificant difference in communication, this can cause frustration for American team members who prefer more immediate communication and conversely cause frustration for Indian team members who interpret the abrupt communication as rude. Working to discuss appropriate communication practices can help to relieve unnecessary issues arising from these “taught behaviors”. 

With team members coming from various places, establishing team norms increases progress timeliness. Technology developments help to mitigate time-zone-related issues as there is increased communication and immediacy. 24/7 accessible applications such as SharePoint and live documentation features help to allow for consistent communication among all team members. While some team members are off the clock, team members from different time zones can update the live documents and have a record for team members who aren’t currently working. This allows for greater communication and consistency between team members working during different times.  

Another potential issue solved through team norms is establishing a sense of team unity. When managing a team from various cultures, team members may develop an “us vs. them” mentality between different regions when mistakes are made. For teams that have little periods of overlap due to time differences, it can be difficult to foster collaboration and create a sense of division. When an error occurs, for instance during the Australian Central Standard shift, British team members may get frustrated with Australian team members causing increased tensions. Although there is a considerable time difference between these two teams' standard working hours, utilizing some of the overlapping time for weekly or monthly team meetings can unify the team and create a greater sense of appreciation for team members working during the other shifts. Overall, managers need to work to break cultural divides and help build a strong team environment.  

Implementing strategies directly focused on creating seamless interactions between team members of various cultures can be achieved through conscious efforts from all team members. As a manager, introducing measures to develop cultural understanding, effective communication methods, and team norms are important steps for preventing tensions arising from cultural differences is incredibly important. 

Relocating for career growth is a decision that dramatically impacts both professional and personal life. The prospect of moving to a new country with the promise of career advancement, exposure to different cultures, and personal growth may present numerous benefits. In some cases, upper level management may even present relocation as a fast track to advancing towards more long term goals due to the increased knowledge gained from working at different company branches. Despite these exciting opportunities, there are certainly challenges that must be taken into account before taking this huge step. 

When propositioned with a job relocation, management may indicate that this new opportunity may accelerate career advancement within the company. Regardless of whether it is explicitly stated by management, relocating often leads to more rapid advancement due to the breadth of knowledge acquired when working at a different branch. Being exposed to business operations at different branches allows for increased perspective of how the company operates internationally. Relocating also demonstrates immense flexibility and adaptability which are important traits for management positions. 

Willingness to relocate can allow for accelerated career progression due to the expanded professional network obtained by working for other branches. When moving to a new location, there is a new set of management and team members to work with. The opportunity to meet new people can allow for both professional and personal growth as they can share their perspectives and experiences. 

2. Personal Growth 

Living and working in a foreign country provides many opportunities for personal growth. Entering this new environment can lead to a lot of self reflection and opportunities for self fulfillment. Being immersed in an entirely new culture also helps to develop greater empathy and enhanced communication skills. Learning how to adapt to different customs and ways of life within this new culture can provide new perspectives and understanding of personal preferences. Not only do these new experiences provide personal growth, but they can also allow for personal development that is transferable to managing and working in team settings.

3. Competitive Edge 

Exposure to working internationally is an incredibly valuable experience that can be leveraged within the job market. Employers often seek individuals who have international experience and have an understanding of diverse cultures. International experience indicates to employers that an employee is adaptable and resilient which is advantageous over other candidates. In particular, globalized companies will often favor candidates with international experience as these individuals will have increased understanding of the different facets that come with international branches. 

While the introduction to a new culture may be an enriching experience, there are many struggles that come along with adapting to a new culture. Language barriers present many challenges when it comes to living and working in a new country. Regardless of whether the country has the same language, different vocabulary or common phrases can be difficult to adjust to. Considerable time may need to be spent learning the local language, which is important to consider when determining whether to relocate. 

Adapting to the local culture also includes fostering new relationships with coworkers and making new friends. Since there are cultural differences, it can be difficult to build these relationships. Getting involved in the community and with groups at work are to ways to develop strong relationships within a new home. It isn’t always easy to build meaningful relationships, so it can take more time and effort during already busy times. 

2. Family considerations 

For many people considering job relocation, family is a large consideration. While moving to a new country may be the best step for ones personal career, spouses or partners may struggle to find a job in the new location. Making the decision together and discussing potential drawbacks for their career is incredibly important. Similarly, uprooting children can be a difficult feat as they can have strong connections with friends and family that make them reluctant to leave. Since they may not fully understand the motivations for moving to another country, including them in the conversation can help them feel recognized and more onboard with the big decision. 

Another consideration that may be applicable is the timeline of the relocation and how that may effect the family dynamic. If the relocation is short term, an option may be that the family stays at home for the short duration of the relocation. This option presents emotional difficulties that can come from extended periods of time without seeing loved ones, but it is important to exhuast all potential options. 

3. Financial Considerations 

Financial aspects such as cost of living and relocation compensation packages are important when determining whether relocating is a feasible option. The cost of living varies in each country, so determining how far the new salary will go to cover personal expenses can help the decision making process. Additionally, negotiating with management to determine resonable compensation for the move should take into consideration a potentially higher cost of living as well as expenses associated with the move such as shipping costs. 

Another important financial consideration is determining to rent or sell current accommodations. If moving abroad is a short term venture, then it may be resonable to rent out current property. However, it may not be feasible to maintain one property in the home country while also paying for accommodations in another country. Considering different options and looking into personal finances will help to navigate this decision. 

While there are many benefits and challenges that go along with relocating abroad, there are many other factors to consider when making this decision such as the timeline for this relocation, company support, documentation and personal preferences. 

The timeline is important to consider as a short term or long term time abroad may be more appealing. If the company doesn’t present potential repatriation in the near future, it may be important to reflect on whether permanent relocation is an option that satisfies personal long term goals. 

When discussing the time period of the relocation, companies should also include appropriate support and relocation assistance. Some companies offer assistance finding temporary housing, shipping belongings, and even help enrolling children in schools. Especially in countries with drastically different cultures, training to become more acclimated to the new culture and language can be incredibly useful resources provided by the company. 

Another logistical challenge when moving abroad that the company may provide assistance for is receiving correct documentation. Depending on the duration of this relocation, a work visa or more extensive documentation will be required to live and work abroad. Having proper resources within the company to help obtain these documents can tremendously ease the relocation process and are important aspects to discuss with management when making a decision. 

Regardless of all the different factors to consider surrounding relocation, reflecting on personal preferences is a pivotal component. Some people are content staying in their home environment while others thrive when exposed to change. Reflecting on what will personally provide a more satisfying living and working environment can truly make or break the decision to relocate. 

Welcoming new hires into company culture is an integral part of sustaining a productive workplace environment. Through integrating new hires into organizational norms, values, and expectations, the workplace culture built by today's leaders is carried into future generations of professionals. The process of cultural integration promotes continuity and bolsters growth within an organization. 

However, new hires face challenges when the company culture is not accurately communicated to them. A misrepresentation of a firm's work culture can create an alarming environment for new team members. Effectively communicating and integrating new hires into firm culture is paramount for long-term success and organizational commitment. Ensuring that each member of a team embodies the groups culture will testify to the importance of upholding a positive work environment. Furthermore, when leaders emphasize the value of firm culture, their direct reports will follow suit in working to continuously build and integrate company culture. 

Additionally, it is crucial for company professionals to authentically demonstrate workplace culture. Although challenging for many, it is necessary to display culture in an authentic manner rather than creating a company profile that is not necessarily an accurate representation. Integrating new hires into a developing culture can be a challenging task, here are 7 tips leaders should consider to streamline new hires into company culture: 

Through structured onboarding processes, new hires can better grasp company culture, group norms, and expectations. In structured onboarding, companies will have planned timelines and content to share with incoming professionals. On their first day, a new hire may receive a training timeline, a list of their expected role competencies, and human resources information. Pieces of training in onboarding could include a basic skill overview, speeches from human resources, or even professionalism training. After receiving this information, individuals in a structured onboarding process will have a firm lead training to slowly walk through different procedures and office norms to help new members better grasp the company culture. Discussing company expectations and benefits is a great way to exhibit a company-wide culture or initiative. 

2. Buddy or Mentor Pairings

In addition to helping train individuals, buddy or mentor pairings serve as a fantastic tool to communicate a company's norms. Suppose a new hire mentor is outgoing and willing to answer any questions. In that case, this experience will provide a different understanding of culture for new hires compared to a mentor who is closed off and not very easy to communicate with. Additionally, mentors aid in demonstrating company culture by telling stories and building genuine connections that make someone new feel welcomed in a new and intimidating environment. 

3. Social Events

Company-wide orchestrated social events can be a great way to help demonstrate workplace culture and facilitate connections. Through out-of-office social events, individuals tend to come out of their shells, talk to new colleagues, and build friendships. Social events can display company culture through professionals enjoying discussing with their colleagues and spending time as a group whereas, without these opportunities to openly converse, new hires tend to feel isolated. 

Social events enable employees to connect with each other beyond their responsibilities within an office. Through social events, new employees are able to openly discuss and learn from professionals within the firm who will help them transition into their new roles. By providing opportunities for new hires to connect with their colleagues, organizational culture will strengthen, a benefit to both employees and the company. 

4. Live the Culture

Many companies' culture and their advertised culture do not align. Every employer markets themselves to have great working environments and cultures yet, only some actually fulfill these claims. Ensuring that all employees embody the company culture throughout the workday is paramount to effectively integrating new employees into the firm culture. New employees observing the attitudes and behaviors of professionals embodying the values of firm culture is an outstanding method to foster informal learning of both technical and interpersonal expectations. 

5. Cross Team Collaboration

Cross-team collaboration is a great way for firms to showcase a company-wide culture. Individuals willing to discuss, collaborate, and learn from each other create a welcoming culture that supports new hires through stages of onboarding and learning. Lack of cross-team collaboration can leave new hires both lacking education in certain subject matters and isolated from other groups within the company. To best encourage new hires to integrate, managers should consider assigning projects that will move them slightly out of their comfort zone, encouraging meeting new individuals in building connections. 

6. Open Communication

Open communication is crucial to creating a harmonious alignment of new hires' values and norms within a group. Through open communication, company leaders are enabled to share their expectations and experiences that shape the work environment. Additionally, in a positive work environment, open communication encourages learning, growth, and embracing mistakes. 

Through open communication, leaders are able to effectively set clear expectations and establish cultural norms from the start of a new hire's career at a firm. Furthermore, open communication promotes psychological safety within the workplace, creating an environment that promotes discussion, asking questions and learning from feedback. 

7. Aligned Opportunities

When company opportunities promote firm initiatives, new employees can clearly understand the culture within the workplace. Aligned opportunities for learning and growth convey the value of a long-term, sustainable, company culture. Additionally, cultural immersion through training opportunities generally involves exposure to executives within a firm along with further explanations of how each individual may contribute to firm culture.  

Changing workplace behavior requires a sustained effort and is a daunting task. Leaders must prioritize their values and find creative methods to create an environment where employees embrace change in the workplace. 

Many leaders face challenges in shifting from negative or counterproductive workplace habits to favorable workplace practices. Once a group or team has routined unfavorable work habits, it is significantly more challenging to pivot behavior.  As always, it is essential to be patient in orchestrating workplace activities and changes, specifically in changing culture. Leaders should be prepared to readjust and pivot their efforts based on employee receptiveness. Nevertheless, if leaders remain diligent and dedicated to promoting positive change, they will inspire confidence through cultural changes.