No Employer Is Perfect: The Importance Of Culture Fit

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No Employer Is Perfect: The Importance Of Culture Fit

By Jessica Kinde | June 26, 2018

Most have heard about the importance of culture fit. However, what exactly does that mean and how can you go about assessing it? Not every employer is going to be a perfect fit for you – even if the job description sounds ideal. It is your job to weigh the pros and cons of an employer to determine if you will be satisfied working for the prospect. And the employer will be doing the same.

You should be aware of the company culture components to consider in evaluating fit. Think about if you see eye to eye on the following 10 elements:

1. Innovation

Companies that foster an innovative culture typically encourage the entire workforce, from top to bottom, to come forward with unconventional ideas. If you like thinking outside the box and get bored sticking to the duties outlined in your job description, a company with an innovative culture will probably excite you.

2. Work-life Balance

Some companies offer flexible work opportunities to promote a healthy work-life balance. For others, it is more important for employees to be in the office and working 9-to-5 days. You should know how you will feel most comfortable clocking your hours.

3. Reward Culture

Employees may be rewarded based on a slew of different behaviors, but it will be apparent if the company has formal incentive programs set forth to motivate employees. Some value tangible rewards more than others. Determine how you like to be recognized for your achievements.

4. Collaboration

Would you prefer to work independently or with a team? While most companies require a balance of independence and collaboration, they will tend to skew one way. Know what level of collaboration will make you most comfortable in the workplace.

5. Support and Team

The quality of the relationships you have at work contribute to your employee satisfaction. The chemistry you have with coworkers will play a big role in determining culture fit. Group interviews may help you determine how strong a connection you will be able to make.

6. Diversity and Inclusion (D&I)

Companies are conscious of the benefits of bringing together people of different backgrounds and experiences. The extent to which the company is inclusive of all groups contributes to culture it creates. Be sure you feel comfortable and included there.

7. Ethics and Values

Companies usually have their core values defined and publicized. You should study these and determine how closely you relate to them. It is ideal to agree with and appreciate the company’s ethics and values.

8. Clarity

How well you understand your role and its alignment with the organization’s vision will contribute to culture fit.

9. Recognition and Sense of Influence

The extent to which you feel recognized within your company helps forge a stronger commitment to it. A sense of influence may impact some more than others.

10. Communication

The extent to which you are kept informed about your role and company happenings contribute to culture fit. Transparency is important in building a trusting work environment.

Evaluating your thoughts on these culture components and comparing them to prospective employers’ can help you decide whether the company is a good fit. Moreover, if you are already employed and want to improve the relationship you have with your company, culture-building assessments can help. Culture fit is an indicator of employee satisfaction. Take it seriously; do not undermine its role in your overall happiness.

 

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About the Author
Jessica Kinde

Jessica is Senior Associate of People Strategy based in Los Angeles.

She manages I/O, change management and organizational development processes through GQR’s People Strategy function. Her projects seek to enhance GQR’s most important asset, our people, through optimization of talent acquisition, performance management, employee experience and learning and development initiatives.

Jessica obtained her Bachelor’s in Psychology from Missouri State University with an emphasis in clinical psychology and gerontology. With a shift in her interests to workplace optimization, she obtained a Master’s in Industrial and Organizational Psychology from the Chicago School of Professional Psychology.

Training and education aside, Jessica is a transplant to LA having been born and raised in Missouri and enjoys exploring all of LA’s best hikes, beaches, and eateries.

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