{"id":37521,"date":"2020-12-09T17:51:48","date_gmt":"2020-12-10T01:51:48","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=37521"},"modified":"2021-02-25T13:27:02","modified_gmt":"2021-02-25T21:27:02","slug":"define-expectations-for-a-better-culture-fit","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/education\/define-expectations-for-a-better-culture-fit\/","title":{"rendered":"Define Expectations for a Better Culture Fit"},"content":{"rendered":"

[et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” admin_label=”section” _builder_version=”4.6.5″ background_image=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2020\/12\/1-scaled.jpg” custom_padding=”0|0px|30px|0px|false|false” custom_padding_tablet=”50px|0|50px|0″ custom_padding_phone=””][et_pb_row column_structure=”1_3,2_3″ admin_label=”row” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”1_3″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_divider show_divider=”off” disabled_on=”on|on|off” _builder_version=”3.23.4″ height=”200px”][\/et_pb_divider][et_pb_text _builder_version=”4.6.5″ text_font=”PT Sans||||” text_text_color=”#ffffff” text_font_size=”72″ text_line_height=”1.1em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”582px” custom_margin=”0px||0px|-42px||” text_font_size_tablet=”52″ text_font_size_phone=”” text_font_size_last_edited=”on|tablet”]<\/p>\n

Define Expectations for a Better Culture Fit<\/span><\/strong><\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” _builder_version=”3.22″ custom_margin=”-77px|||||” custom_padding=”27.2344px|0px|0|0px|false|false” custom_padding_tablet=”50px|0|50px|0″ custom_padding_phone=””][et_pb_row column_structure=”1_3,2_3″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_padding=”20px||0px|” custom_padding_tablet=”0px|||” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px”][et_pb_column type=”1_3″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2018\/02\/Edmonds-headshot-1.jpeg” show_bottom_space=”off” align=”center” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” disabled_on=”on|on|” _builder_version=”3.23″ animation=”off” sticky=”on”][\/et_pb_image][et_pb_text disabled_on=”on|on|” _builder_version=”3.27.4″ text_font=”PT Sans|on|||” text_text_color=”#02b875″ text_font_size=”20″ text_line_height=”1.2em” header_text_color=”#000000″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”20px||0px|”]CHRIS EDMONDS<\/a><\/span>[\/et_pb_text][et_pb_text disabled_on=”on|on|” _builder_version=”3.27.4″ text_font=”PT Serif||on||” text_text_color=”#363636″ text_font_size=”16″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”10px||60px|”]Chris Edmonds is the founder and CEO of the Purposeful Culture Group, which he launched after a 15-year career leading and managing teams.[\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.6.5″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”24″ text_line_height=”1.5em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”720px” min_height=”1034px” custom_margin=”0px||0px|” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet”]<\/p>\n

The impact of bad hires has been discussed for decades. The list of causes of a bad hire is a long one, including a skill mismatch, personality conflicts, and the classic \u201cpoor culture fit.\u201d<\/span>\u00a0<\/span><\/p>\n

We\u2019ve all seen it happen, more than once. A new team member is hired. Everyone is enthused about her past accomplishments and skill set. She is enthusiastic about her goals and about the team projects she\u2019s assigned to. The new hire is optimistic about how she can contribute.<\/span>\u00a0<\/span><\/p>\n

Yet, within weeks, her enthusiasm wanes as it is clear she \u201cdoesn\u2019t know how we do things around here.\u201d Her supervisor receives feedback that she is \u201coff doing her own thing\u201d and doesn\u2019t keep everyone informed. She expresses frustration that \u201cI\u2019ve never had such difficulty getting information from key players.\u201d She knows her new job isn\u2019t working as expected \u2013 so she quietly goes away after finding a job with another company.<\/span>\u00a0<\/span><\/p>\n

HR begins the hiring process again. Team members indicate she \u201cjust didn\u2019t fit well on our team.\u201d<\/span>\u00a0<\/span><\/p>\n

Culture Fit<\/span><\/h4>\n

How do you describe your company culture to acquaintances, family, or friends? What characteristics do you emphasize? When I ask people to describe their organization\u2019s culture, I hear a wide range of characteristics. They include:<\/span>\u00a0<\/span><\/p>\n

    \n
  • <\/span>Intense<\/span><\/li>\n
  • <\/span>Goal focused<\/span><\/li>\n
  • <\/span>Fun<\/span><\/li>\n
  • <\/span>High pressure<\/span><\/li>\n
  • <\/span>Cooperative<\/span><\/li>\n
  • <\/span>Competitive<\/span>\u00a0<\/li>\n<\/ul>\n

    Would it surprise you to learn that these descriptions were of ONE single organization? Depending upon their leader\u2019s personality and bias(es), staff in this organization experience very different cultural characteristics.<\/span>\u00a0<\/span><\/p>\n

    For many organizations, their company culture is more implicit (implied though not plainly expressed) than explicit (stated clearly and in detail, leaving no room for confusion or doubt). If the culture is not formally defined \u2013 and, therefore, implicit \u2013 the responsibility of day-to-day culture rests on individual leaders. As you can see, that makes for a wide-range of norms across that organization.<\/span>\u00a0<\/span><\/p>\n

    You can also appreciate how difficult it can be to hire a new player into such a wide-ranging corporate culture.<\/span><\/p>\n

    [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.22″ background_color=”#f7f7f4″ custom_padding=”0||0px||false|false”][et_pb_row column_structure=”2_3,1_3″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” column_padding_mobile=”on” module_class=” et_pb_row_fullwidth” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” width_tablet=”100%” width_phone=”” width_last_edited=”on|desktop” max_width=”100%” max_width_tablet=”100%” max_width_phone=”” max_width_last_edited=”on|desktop” custom_padding=”0px||0px|” make_fullwidth=”on” custom_width_px=”680px”][et_pb_column type=”2_3″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2020\/12\/2.jpg” alt=”leadership” title_text=”2″ show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.6.5″ custom_margin=”1px|||||” animation_direction=”off” animation=”off”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”3.25″ background_color=”#efefe9″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2020\/12\/3.jpg” alt=”women’s leadership” title_text=”3″ show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.6.5″ custom_margin=”1px|||||” animation_direction=”off” animation=”off”][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”4.6.5″ text_font=”PT Serif||||” text_text_color=”#818178″ text_font_size=”24″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20%|10%||10%” custom_margin_tablet=”|10%||10%” custom_margin_phone=”” custom_margin_last_edited=”on|desktop” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|phone”]<\/p>\n

    Would you like to improve your \u201cbatting average\u201d on new hires, and enjoy greater culture fit more frequently?<\/p>\n

    [\/et_pb_text][et_pb_text _builder_version=”3.27.4″ text_font=”PT Sans|on|||” text_text_color=”#888888″ text_font_size=”12″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px|||” custom_margin_phone=”20px||3.7%|||” custom_margin_last_edited=”on|tablet”]CHRIS EDMONDS[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.22″ custom_padding=”0||0px||false|false”][et_pb_row use_custom_gutter=”on” gutter_width=”4″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_margin=”-1px|auto||auto||” custom_padding=”0||0px||false|false” custom_padding_tablet=”0px|||” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.6.5″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”20″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” min_height=”870px” custom_margin=”37px||2px|||” custom_margin_tablet=”40px||0px|” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” custom_padding=”0px|||||” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet”]<\/p>\n

    Culture Fit On Purpose<\/span><\/h4>\n

    Would you like to improve your \u201cbatting average\u201d on new hires, and enjoy greater culture fit more frequently? Then you must be more intentional, more explicit, with your desired culture.<\/span><\/p>\n

    You can\u2019t determine fit without a clearly defined culture. Only then are staff able to depend upon consistent culture norms and day-to-day ground rules that help them get their jobs done without frustration.<\/span>\u00a0<\/span><\/p>\n

    I coach senior leaders regularly about how to utilize our proven culture refinement process to create their desired culture. The three basic steps are:<\/span>\u00a0<\/span><\/p>\n

      \n
    1. Define performance expectations for every person in the company. \u201cContribution plans\u201d must include specific goals and standards expected.<\/span><\/li>\n
    2. Define values expectations for every person in the company. \u201cContribution plans\u201d must include specific behaviorally-defined values so citizenship expectations are clear.<\/span><\/li>\n
    3. Hold all staff \u2013 senior leaders through front-line, hourly employees \u2013 accountable for exceeding performance and values standards. Every day.<\/span>\u00a0<\/li>\n<\/ol>\n

      How do you know your desired culture is actually \u201clived\u201d day in and day out? ASK. Ask a lot. Ask a variety of staff across your organization what your company values are and how they\u2019re being demonstrated. When you get 80% consistent answers that desired values & performance IS the norm, you know you\u2019re on the right track.<\/span><\/p>\n

      [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.22″ custom_padding=”19px|0px|24.625px|0px” global_module=”37900″][et_pb_row column_padding_mobile=”on” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”780px” custom_padding=”0px|0px|73.90625px|0px” use_custom_width=”on” custom_width_px=”780px”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”3.27.4″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”36″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”||70px|” text_font_size_tablet=”26″ text_font_size_phone=”” text_font_size_last_edited=”on|tablet”] Want new articles before they get published? Subscribe to our Awesome Newsletter. 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      Would you like to improve your \u201cbatting average\u201d on new hires, and enjoy greater culture fit more frequently? <\/p>\n","protected":false},"author":2957,"featured_media":37522,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[17],"tags":[8],"class_list":["post-37521","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-education","tag-leadership"],"acf":[],"yoast_head":"\nDefine Expectations for a Better Culture Fit - Careers in Government<\/title>\n<meta name=\"description\" content=\"Would you like to improve your \u201cbatting average\u201d on new hires, and enjoy greater culture fit more frequently?\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/education\/define-expectations-for-a-better-culture-fit\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Define Expectations for a Better Culture Fit - 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