Transitioning from Culture Fit to Culture Add: The Strategy

As businesses strive to adapt and thrive in a rapidly changing world, the focus is shifting from maintaining a homogeneous culture to embracing diversity of thought and experience. 

In the previous article, we defined the meaning of culture fit versus culture add and explored the evolution of each concept. Today, let’s explore strategies to help companies transition toward a more inclusive and innovative approach. 

The shift can impact how they assess potential employees and build their workplace environments, moving beyond simply finding individuals who align with existing norms. 

Read more: What Makes a Positive Work Environment?

Contents

• Aligning with company values
• Developing inclusive hiring practices
• Measuring success
• Overcoming resistance to change

Aligning with company values 

Transitioning from culture fit to culture add requires a strong foundation in organisational values. Companies must first clearly define their core principles and ensure they are authentically integrated into every aspect of the business. 

This process involves engaging employees at all levels to identify the true culture, not just what leadership envisions. Involving the workforce in discovering values and associated behaviours can empower employees to take ownership of the culture, fostering a sense of belonging and shared purpose. 

To effectively align culture with values, companies should focus on: 

• Communicating values using language and tone authentic to the brand 

• Setting milestones and specific dates for feedback and socialisation of clarified values 

• Operationalising and consistently sharing values with the team and the world 

• Demonstrating how values guide daily work and contributions to the company 

It is crucial to remember that values and behaviours are not static; they should be continuously reviewed and adjusted. This ongoing assessment ensures that the values remain relevant, authentic, and aligned with the changing needs of the organisation and its workforce. 

Read more: 6 Strategies to Attract, Engage, and Retain Remote Teams

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Developing inclusive hiring practices 

This shift requires evaluating candidates based on their potential to complement the existing culture while also bringing in unique perspectives. 

Key strategies for developing inclusive hiring practices include: 

• Implementing competency-based hiring to assess candidates' skills, behaviours, and values that align with the organisation's culture 

• Using behavioural interviewing techniques to understand candidates' past experiences and predict future cultural contributions 

• Focusing on diversity of thought, including different thinking styles and problem-solving approaches 

• Offering flexible working arrangements to increase workplace diversity and inclusivity

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Measuring success 

To evaluate the effectiveness of culture add initiatives, organisations should employ a combination of quantitative metrics and qualitative techniques. This allows companies to assess the impact of their efforts and identify areas for improvement. 

Key methods for measuring success include: 

• Monitoring employee engagement and satisfaction levels through regular feedback channels 

• Assessing the impact on employee retention and turnover rates 

• Tracking metrics related to innovation, such as the number of new ideas generated or successful implementation of innovative projects 

• Leveraging tools like psychometric assessments or 360-degree feedback surveys to measure culture change over time 

By regularly reviewing and adapting strategies based on these measurements, organisations can continuously assess the effectiveness of their culture add initiatives and make necessary adjustments to foster a more inclusive and innovative workplace culture.

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Overcoming resistance to change 

Change can be unsettling. It is natural for people to fear losing the sense of belonging and the connection they have with their colleagues whenever changes occur. As a result, they express resistance to a new approach. Some individuals may have a natural resistance to change, regardless of the reasons behind it. 

Here are some strategies to overcome this resistance

1. Communicate clearly and consistently:

• Explain the reasons for the change and the benefits of a "culture add" approach 

• Keep employees informed about the progress of the transition and address their concerns proactively 

• Communicate via emails, town halls, and one-on-one meetings to keep everyone informed 

2. Involve employees in the process:

• Create a cross-functional team to lead the transition and ensure buy-in from all levels of the organisation 
• Gather employee feedback to understand their concerns and incorporate their ideas into the change process 

• Offer training programs to help employees develop new skills and adapt to the changing culture 

3. Celebrate successes and address challenges:

• Acknowledge and reward employees who embrace the new culture and contribute to the transition 

• Actively listen to employees' concerns and address them transparently and respectfully 

• Use setbacks as opportunities to improve the change process and build resilience 

4. Create a supportive environment:

• Encourage employees to try new things and take risks without fear of failure 

• Offer support and guidance to employees as they navigate the transition 

• Identify and reward employees who contribute to developing new ideas and processes 

5. Be patient and persistent:

• Acknowledge that it may take time for employees to embrace the new culture fully 

• Remain persistent in your efforts to create a "culture add" organisation

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The transition from "culture fit" to "culture add" significantly impacts how companies build their teams and shape their organisational culture. This transition reflects a growing understanding that diversity of thought and experience is crucial to driving innovation and adaptability in today's fast-paced business world.

By embracing culture add, organisations can create a more inclusive environment that values unique perspectives and fosters creativity, ultimately leading to improved problem-solving capabilities and enhanced business performance. 

The move towards culture add certainly comes with challenges and requires companies to rethink their hiring practices and organisational values. As businesses continue to navigate an ever-changing landscape, the ability to harness diverse talents and perspectives will be key to staying competitive and driving growth. 

In the end, culture add is not just about building a diverse workforce—it is about creating a thriving, adaptable organisation ready to meet the challenges of the future. 

Will you accept the challenges and take a leap?