Workplace culture is a phrase that’s hard to miss these days however, there can be quite a bit of confusion about what exactly it means and why it really matters for businesses of all sizes. In this blog post, we aim to tackle some of these questions around workplace culture, why it holds such significance, and how a business leader can effectively hire individuals who are a good fit for the company culture.
Why is workplace culture important?
Workplace culture is created by the shared values, beliefs, attitudes, and behaviours of both employees and leaders. This collective mindset leads to the creation of unspoken practices and unwritten team behaviours, along with a host of both tangible and intangible outcomes. All of this has a direct impact on the overall success of any business.
While it is important to consider the skills, experience, and qualifications of potential staff members, it is equally essential to find individuals whose values align with those of your business. Hiring team members who resonate with your company culture can play a crucial role in fostering a harmonious and productive work environment.
Why are values such a vital part of workplace culture?
The values of your business serve are the building blocks upon which your workplace culture is constructed. It’s important to recognise that values differ from your vision and mission statements. While your vision and mission highlight the goals you aspire to achieve as a business, your values reflect how you want your team members to behave and interact with one another.
Values hold significant importance for job candidates, especially as younger generations increasingly seek employers whose values align with their own. Therefore, it’s essential for employers to ensure they are hiring candidates whose personal values are in harmony with those of the business.
Will this lead to group thinking?
You might read this and think we’re suggesting that you should only seek employees who are exactly like you or your current team members. That’s not the case at all.
It’s entirely possible to find team members who operate in different ways while still aligning with a similar set of guiding principles. These individuals can bring fresh perspectives and innovative methods to the table, complementing the skills and talents that already exist within your team.
What happens if we don’t hire for cultural fit?
When you bring someone on board who doesn’t align with your business’s cultural identity, they can often feel like a square peg trying to fit into a round hole.
An uneasy cultural fit is uncomfortable for everyone involved, but especially for the new team member. They may feel uncertain, unpredictable, and disconnected in their work environment, which ultimately affects their overall performance and satisfaction at work.
Where should you begin?
To start hiring for cultural fit, consider asking these two key questions during the interview process:
- Can you describe the work environment in which you feel most productive and happy?This question will give you valuable insight into the type of workplace setting where the candidate thrives. Are they more comfortable in a casual, team-based office structure, or do they prefer a blend of remote and office work? Understanding their answer will help you assess how well they would mesh with your current business environment.
- Can you describe your ideal manager?You will likely receive a variety of responses from candidates, ranging from those who prefer frequent feedback to others who value more independence. Their answers will help you gauge whether they would be a good fit for your team culture and how you can best support them in their role if they join your organisation.
Now let’s make this real:
Here’s some examples of how this could play out in real terms.
The Importance
Imagine a coffee shop that’s known for having a welcoming atmosphere. Staff regularly interact with customers, which builds loyalty and drives sales. Now, picture a different coffee shop where the employees are indifferent and don’t engage with customers. This lack of enthusiasm creates a cold environment, leading to poor customer experiences and a decline in business. This contrast highlights how workplace culture directly impacts not just employee satisfaction, but also customer interactions and overall success.
Values at Work
A company that claims to value work-life balance but requires employees to work late hours consistently. Employees who genuinely value their personal time could become frustrated and disillusioned, leading to high turnover rates. They might start looking for jobs elsewhere, feeling that the company’s stated values do not align with their reality. This mismatch can result in lost talent and increased recruitment costs for the business.
Group Thinking
Think about a team of salespeople who all have similar backgrounds and experiences. If they all agree on strategies without questioning or challenging each other, they may miss out on creative ideas that could attract new customers. This lack of diversity in thought can lead to stale campaigns and missed opportunities. Over time, the team’s performance may decline because they fail to adapt to changing market conditions.
Longer Term Outcomes
Imagine hiring a highly skilled developer for a tech company that prides itself on open communication and teamwork. However, this new hire prefers to work alone and avoids collaborating with others. They might struggle to integrate into team projects, causing frustration among colleagues who rely on teamwork to succeed. Over time, this disconnect could lead to tension within the team, decreased morale, and ultimately a drop in productivity as team members feel they cannot rely on one another.
Interview Questions:
- Can you describe the work environment in which you feel most productive and happy?Picture a candidate who describes thriving in a fast-paced environment where everyone contributes ideas. They are hired into a rigid organisation with low volume workflows and where only a few people make decisions. They will eventually feel bored and unproductive and may feel disengaged resulting in lower job satisfaction.
- Can you describe your ideal manager?A candidate who expresses a need for frequent feedback and guidance from their manager. If they end up in a workplace where managers are hands-off and rarely provide support, they might feel lost and uncertain about their performance. This lack of direction can lead to mistakes and missed deadlines, causing frustration for both the employee and their manager.
By fostering a positive workplace culture, you’ll quickly find that you can attract outstanding candidates, enhance employee engagement, and boost overall productivity.
Ultimately, an organisation’s culture reflects the shared values held by its people.
