Regards, Edwin]
How do you evaluate whether your new employee is right for your workplace? Assessing whether your new employee has the right cultural fit is critical to giving them the best chance of becoming a happy and productive team member. When employees have the right cultural fit, this means that they feel challenged and supported at work. It’s that great feeling we all look for when we feel like we’re surrounded by like-minded people who are motivated by the same values as we are.
If you are the kind of person who loves a challenge, then you love working with others who see life in the same way. If you value contributing to the decision making process and having your own projects to work on, then you will thrive in an autonomous working environment.
That’s why human resources departments spend so much time and resources articulating the culture of the organisation and trying to find the right people they know will thrive there.
But what happens in a restructure? A new senior executive can change the nature of the culture overnight. When a new CEO moves in, the old ideas and culture can quickly become the way of the past. In fact employees who identified so strongly with the past culture can soon feel like outsiders!
Which employees survive in a restructure? Is it the ones who we so carefully selected based on their cultural fit? Probably not. Maybe we need to change our recruitment processes so that we look for employees who can thrive in different work environments.
Employees that rate high on flexibility and resilience are adaptable to change. They respond to change by seeing the opportunities, and the chance to take on new career directions. Instead of feeling threatened – their reaction is optimistic about new career pathways that may be opened up.
If you can find employees who have the innate capacity to be optimistic in times of change – then these are the type of people who will be more willing and prepared to adapt to changing business strategies.
So, as well as focussing on cultural fit, as part of your next selection process, look for employees who can come with you on the journey, as your organisation changes and adapts to stay successful. A nimble organisation needs flexible employees who are prepared to come along for the ride, and greet the challenges as they arise.
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Deborah Wilson is a Thought Leader at Trevor Roberts. She works with companies every day on their people strategies. If you would like advice on career transition, career development and leadership development. Linkedin Profile
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