How to Find the Right Organizational Cultural Fit
One aspect of business that dictates the face of a company’s image is its culture. Commonly referred to as organizational culture or corporate culture, this avenue can significantly impact the way any organization handles situations, makes decisions and utilizes employees. The larger an organization is, the smaller the impact each employee has on the organization as a whole. People who work at small businesses and startups can positively or negatively affect organizational cultural fit. Evidence of this lies in many small business owners being able to recount the past hiring of individuals who didn’t mesh well with their company’s culture.
At this point you may be wondering what organizational cultural fit has to do with my company and its hiring practices. Hiring the wrong people who do not benefit or create a positive impact on your corporate culture or who do not fit in can drain your organization dry. The cost of hiring, training, procuring equipment and other related expenses can slowly deplete your company’s morale, productivity and increase the amount of negativity that exists within its culture. Here are some ways to transform your workplace culture so that it improves the way your business operates.
Define Company Culture
One can’t fix and prevent problems that lie within their workplace culture without knowing what that culture is. No matter how long your organization has been operating, now is a good time for you to identify core values, goals and expectations so there are no misunderstandings and misconceptions later on.
Make a list of attitudes and behaviors that you don’t want to exist in your workplace and develop preventative measures to ensure they don’t occur. If they do, those preventative measures should outline what steps you need to take to rectify any negative situations that come about. While outlining that list, don’t forget to include positive outcomes and actions, such as regular feedback and timely communication that you want to see exercised regularly to enhance organizational cultural fit.
Skills Recognition and Ideal Traits
When assessing ways to improve organizational cultural fit, think about your top employees and their characteristics. Identify the traits that help to make employees successful at their positions and develop strategies you can use to implement those traits into your organization’s culture. Also, try to relax the work environment a bit so that employees can learn from any mistakes they make and feel encouraged and motivated enough to take the initiative as needed.
Revamp Hiring Process to Benefit Organizational Culture
Part of creating a healthy company culture is asking applicants about the type of culture they feel most comfortable and productive in. You can’t determine how well any particular candidate will fit in within your company’s culture by asking generic questions about their skills and credentials. Dig for information about the cultures at their former places of employment and compare them to what they can expect while working at your organization. Go over your mission statement, core values and other key areas that will help you to better assess potential employees. You should consider implementing a behavioral interview so you can identify individuals who possess traits that will mesh well within your organization’s culture. Behavioral assessments can help to identify areas where candidates are strong, weak and most proficient. The results of this type of assessment can help you to hire employees that are better suited for your organization’s culture.
Practice What You Preach
In your quest for professionals who exemplify your ideal work culture, don’t forget to pay close attention to your own work habits and attitudes. You can’t expect to successfully lead and engage your employees if you aren’t being the example they should emulate.
Any management and supervisory positions should be held by workers who have exceptional work ethic, great personalities, communication skills and are easily relatable so other lower level employees will have no problems interacting with them and seeking out assistance when needed.
Creating a healthy and positive company culture takes time and is an ongoing process. Start off at the interview so there are no surprises later on. Constantly intenerate the values, actions and goals you want your employees to actively use in the form of feedback, open and timely communications and meetings and trainings. No matter what strategies and processes you use, make sure they always reflect the corporate culture you are trying to create.
For more information on how to create and maintain a healthy organizational cultural fit, feel free to use the resources here at Mighty Recruiter.