What Is Cultural Fit And How Can It Affect Career Growth?

When employees are looking for that perfect job, they typically consider the company’s prestige, salary, benefits, and other perks. After all, they want to be well-compensated and rewarded for their efforts and experience.

But there is a more profound factor that employees also consider when looking for their next career move. It is called cultural fit, and it can very well determine how satisfied, fulfilled, and engaged employees are at work.

Cultural fit is basically how well an employee’s own set of beliefs aligns with those of the company they are applying for or working at. Every employee will come with their own set of experiences and principles, and these largely influence how they act. These shape what motivates and matters to an individual employee.

Work culture will also vary per organisation. Each business will have its crafted mission, vision, and company values that it wants its employees to imbibe and exhibit. Essentially, each worker should be an ambassador of their company. Note, though, that cultural fit also influences employee’s career growth. Here’s a roundup so you can learn more.

1. Motivation Because cultural fit plays such a massive role in an employee’s career decisions, it can also affect their career growth. The more a company’s values resonate with them, the more likely they will feel happier, confident, and more engaged at work. 

2. Fatigue On the other hand, a lack of cultural fit can eventually lead to fatigue. Research shows that a mismatch between a company’s demands and employee resources serves as a source of exhaustion. However, the greater the cultural fit, the more resilient and productive the worker. They will also want to stay with the company longer since they believe in its cause and objectives.

Related article: Signs of Overwork: Does Singapore Have a Burnout Work Culture?

3. Low morale When an employee has a poor cultural fit, the likelier they will quit, causing low morale among the colleagues left behind. It can be detrimental to teams who have already established a sense of rapport and work chemistry, affecting projects currently still in progress. 

4. Fewer chances of getting hired Human resources play a significant role in finding the candidates they feel have the best cultural fit with their company. A study found it was high on their list of crucial recruitment factors. But this is also where it can get complicated since recruiters need to rely on their judgment when screening job applicants. If they feel someone’s behaviours and working styles aren’t a good match with the company, they are in the position to reject them.

It’s also worth noting that candidates can be put at a disadvantage just because the recruiter didn’t feel they were a good match for the job. Personal biases will come into play and each recruiter will assess the applicant based on their understanding of what cultural fit means. From a psychological standpoint, recruiters will tend to hire individuals they feel most connected with and can relate to. They will gravitate more towards those who have similar personalities or social preferences. If recruiters are inclined to hire people they feel only exhibit a good cultural fit, it can also fail to cultivate a sense of diversity and inclusivity within a company. It immediately alienates and excludes perfectly qualified candidates whose values don’t completely align with the company’s. 

Applicants may be rejected based on factors, such as their age, sexual orientation, or ethnicity. This can be very unfair, especially in Singapore’s melting pot of cultures. Historically, having a good mix of people from different backgrounds helps businesses better come up with new products and get support from key decision-makers.

Related article: 6 principles to creating a successful inclusive culture

5. Sacrificed authenticity Another problem with imposing the cultural fit requirement on candidates is that it can lead applicants to modify their resumes to fit the mould. They may harp on certain qualities or skills that align with the company’s values or intentionally take out anything from their own set of values if it contradicts the company’s. On the other hand, qualified applicants might opt to apply elsewhere, which can also be considered a significant loss for a company.

Related article: New job not what you expected? 6 questions to ask yourself before calling it quits.

At a time when working from home and hybrid arrangements are becoming more of the norm, it has become more difficult for companies to build a sense of cultural fit among employees.

Beginning January 2022, the Singapore government has allowed up to half of Singapore employees able to work from home (WFH) to return to the workplace, subject to COVID-19 rapid testing protocols and vaccination requirements. This development shows a shift to making WFH the mainstream work arrangement as COVID-19 restrictions are eased. Make sure to check official government websites for the latest updates.

Amid this transition to a more digitalised setup, more organisations are re-evaluating their business strategy, culture, and work practices. Employees typically learn about and practice a company’s values based on what their colleagues exhibit at the office. Without regular face-to-face interactions at the workplace, company leaders must craft their corporate culture in a way that adapts to the changing times.

Thankfully, there are ways companies can navigate this new work normal to cultivate their work culture. Here are some approaches to try.

1. Strategically release communications. With fewer in-person experiences, organisations must stay attuned to their employees’ emotional and mental wellbeing and their work-related needs. They must humanise interactions by making virtual activities more casual so that colleagues can let loose and foster good interpersonal relationships. 

Without regular forums between HR and employees, companies can schedule targeted discussions with teams to get their feedback and suggestions on work culture. The information collected must be accessible to employees to foster more open discussions about their unique work experiences.

2. Plan activities that build on culture and values. To ensure culture is well-communicated at every level, it should be carefully planned out and extended to all employees, from new hires to tenured workers. Virtual onboarding programmes help introduce company values, while teams can have regular activities to foster stronger engagement and knowledge on company culture.

3. Make the most of online collaboration tools. In the new normal of hybrid and working from home, virtual meeting software like Zoom, Skype for Business, and Microsoft Teams are critical for ensuring constant communication between teammates. There’s such a thing, though, as videoconferencing or screen fatigue, so companies need to make that they don’t make the calls too scheduled or too long. Sporadic and spontaneous meetings give the feeling of a co-worker just randomly popping over to someone’s desk for a quick question. 

Cultural fit on its own isn’t a negative thing. It’s merely the collective expression of a company’s value system. By involving employees in its culture-building activities and making use of digital tools, companies can maintain a healthy and dynamic work culture amid changing work arrangements. 

For more expert advice on how to improve workplace culture, visit the Employer’s Insights page. You can also download JobStreet’s nifty app available on the App Store and Google Play.