Have you ever been a mis-fit for a particular job role, a corporate round peg in a square hole? Have you ever hired a mis-fit? Or maybe you work with a team member who just doesn’t seem to ‘get it’ quite the same as everyone else.
So where does it all come undone? Whilst there are many schools of thought the most popular is that skills can be taught but cultural fit is part of our DNA and part of our value system and whilst we can adjust and tweak it, the truth of our values and beliefs will override it in the end.
There a number of areas of cultural fit that you can look at to avoid hiring a misfit or ensure you do not end up the mis-fit in an organisation. We offer you our Top 5 – What to Consider When Considering Cultural Fit.
1. Management Style
Some pertinent questions to answer whether you are hiring or being hired are:
- Do employees set their own goals, maybe it’s collaborative or maybe they are directives from management?
- Are people managed to these goals broadly, given freedom to achieve the goals as they see best or are their stringent guides to performing the role, or possibly something in-between?
- On the topic of work performance, how is it measured?
- Are results displayed publicly or privately are results available throughout the year or are they provided once a year or again something in-between?
Power within an organisation is very important when considering cultural fit.
- Who has the power in an organisation, is it actually those with the title?
- Are those in power deferred to often and of those in power do they transfer that to the front line?
- How much input do those with the power ask of their people?
- Thinking about resource allocation, who gets the promotions in the organisation, those that wield the most power or have the best connections or is it competency based?
- If you are interviewing for a role, ask those interviewing how they got their roles.
3. Personal Work Style
As a guidepost to considering this aspect of cultural fit:
- Ask yourself how work is performed? Is it individual based or group achievement?
- Does the performance management system in place support and encourage this type of working environment.
- Looking further at the environment is it an organisation consistently on the precipice of change contributing to a state of flux or does the organisation take a more measured approach to change?
- Is the atmosphere formal where there are a clear chain of command and clear guidelines or is it more organic in nature?
Diversity in the workplace is often used as a substitute for women in the workplace, albeit important diversity is broader:
- Does the organisation embrace diversity and fosters it especially in the areas of ‘global literacy’.
- Are they an enlightened organisation who seeks harmony as they embrace diversity or do they put it in the too hard basket?
5. Work & Life style
Work and life balance is an increasingly written about topic for all generations, so:
- Does the organisation expect its people to work flat out 24×7 and just as contactable?
- Is work balance embraced to the point that productivity suffers?
- Is there a rule for Management and a different set of rules for the front line?
- Does the organisation support team building and fostering a collaborative relationship style or does it err on the side of individual work and individual achievement and frown upon ‘out of office activity’.
Get People Fit – Make sure the people working for your business are the right fit! Happening People have helped many of Australia’s Top Organisations Get People and they can help you too!
Call Happening People on 1800 68 67 69 or go to www.happeningpeople.com