A 2012 study by Deloitte found 94% of executives and 88% of employees believe a distinct workplace culture is important to business success, no surprises here.
When hiring, there is no doubt that cultural fit is one of the most critical factors. It is also important that the team the new recruit is being brought into displays a responsibility to both the organisation and individual to ensure overall success.
Companies of all sizes need to respond to the rapid changes in the market place; if you are growing or not your culture needs to be flexible and accommodating in terms of the people that join it, newbies quickly need to be understood and accepted as part of your team. An organisations culture can often be its greatest strength but as someone famous once said “in the shadow of your greatest strength is often your greatest weakness”.
Corporate Culture matters. How management chooses to treats its people impacts everything – for better or for worse.
I once worked in an organisation that was growing – we needed a better link between regional manufacturing and metropolitan marketing. Over the course of a couple of years, we tried two strategies i.e. production manager based in the factory and a sales director based close to the markets – both failed and not necessarily because of the individuals but (maybe) because the organisation wasn’t ready for them. I feel for the two of them whose careers were disrupted by poor planning of others and the rigidity of a culture that wasn’t ready for them.
It is easy to blame the individuals that are no longer around to defend themselves for the inadequacies of those that remain behind.