Culture fit, culture add or culture adapt?
Which is best?
Advocates for culture 𝒇𝒊𝒕 argue that they want new employees to understand boundaries, hit the ground running and “click” with existing people.
Proponents of culture 𝒂𝒅𝒂𝒑𝒕 will take a chance on someone slightly different, if they believe they’ll quickly assimilate into that cultural fit but still bring new ideas.
The idealists support culture 𝒂𝒅𝒅, pointing out that if you’re only looking someone that fits the existing culture, then, by definition, you are excluding candidates who don’t fit – at best, losing our best weapon against groupthink; at worst, discrimination.
The truth is that the right approach can be any of these – but there are trade-offs.
🐝 Culture fit sacrifices innovation for peace
🐝 Culture adapt is more sustainable, but risks new employees being assimilated and losing those new perspectives
🐝 Culture add takes time and requires openness, challenge and vulnerability to be championed within the organisation
But all require clear, purposeful strategy in their cultivation.
Culture is a tool.
A tool that lubricates your strategy and helps move you in the right direction.
What tool suits your strategy?
