|
|
|
|
|
|
by cauterized
3390 days ago
|
|
|
I recently learned that the concept of cultural fit was originally about being a fit for the process and work culture, not about being best friends with one's teammates. What does that actually mean? Well, for instance, someone who wants or needs to be told exactly what they're expected to do and how to do it is not a good cultural fit for us - we need people who can show initiative and direct their own work. Someone who wants to work 6pm-2am is also not a good cultural fit. While we offer some flexibility in work hours, we rely too much on reasonably-synchronous communication (aka slack) for collaboration. And we can't hire selfish or self-important assholes, because they're toxic and will ruin morale. All the rest (beer or wine or non-drinker? Loves basketball? Plays an instrument?) is beside the point and usually just an excuse for various types of otherwise illegal discrimination. Hire someone who's capable of acting like a professional when in the office. Someone who can be courteous and communicates well. Once your company is past the size where you can all fit in a sedan at one time, you don't need to all be best friends. |
|
|
- Firefighting is valued more highly than avoiding fires. The way to move up or get noticed is to have been a hero during some unneeded crisis.
- The company has an excessive amount of "Kool Aid" culture, where they talk about work as if it were equivalent to family, versus some more reasonable premise.
- An unusual organizational style that may not work for you. Like perhaps the Zappos holacracy thing. Granted, that may work for some, but it could be a showstopper for others.