1) Who knows the culture breeding at your company????
2) Who gets the most adversely affected because of the cultural mismatch???
The answer to the first question is probably or rather must be all the stakeholders in business.
The answer to the second question is the fresh recruits in my opinion.
When the fresh talent comes to the organisation ; they seek role models who are infact the best ambassadors of the company's culture. The first few months are crucial in helping the new recruits find their role models.
In most likely cases, the new recruit would create a snapshot about the company's culture which is oriented through the role model's perspective and his own experience thriving in the company's culture.
Considering the above mentioned true[let me have the benefit of doubt]; two important initiatives can be introduced in the company.
Firstly, the new recruit can be mentored on how to choose the correct role model and not be told as to who is the correct role model.
I feel it's important to give freedom to the employee to choose their role model as it's an important indicator about how right or wrong a new recruit can get in that regard. But it is not a hit and trial phase either.
So, after a few months [ 2-3 months] since the start of his work; there has to be a keen discussion involving all the new recruits about their observations in the company culture. The discussion or presentations need to allow great amount of candor.
Secondly, the discussion must involve self fix approach from the new recruits in order to fix the loopholes in the culture. This way the new recruits will become a part of the solution.
Thirdly, the HR team needs to find the desired culture and the gap between the prevailing culture and the desired culture [ sounds cleashay but can't help!!!!].
Finally, fill the gap through some good ideas and more importantly effective execution of those ideas.
-Saikat Saha
1 comment:
ok i think this is completely an idealistic scenario tht is being spoken abt. true, tht the worst hit ppl r the new recruits in case of a culture mismatch, but i dont think there is ne such thing as a "role model" in ne company.
these things look & sound better in our mngt books than in reality, coz the truth is tht, once in ur workplace, ppl jst expect to give u the basic training & then r interested in how quickly n effectively u can get business.
i guess one way of minimising the risk of culture mismatch is tht the HR ensures recruiting the rite candidate. a lot can be found out abt a person during the interview stage. if u feel there'd be a mismatch, dnt go for tht person. but if u do, dnt expect them to have this perfect scenario of trying to fix culture mismatch or trying to find a role model within the organization.
culture mismatch is really the issue with the new recruits coz the rest in the company r probably totally comfortable with the prevailing culture, if not, they wud have gained an immunity towards it. n who really decides wot is the "desired" culture n whether or not its prevailing in the organization rite nw? if there is such a glaring mismatch, then i guess the mngt will automaticaly take the necessary steps towards correction / change. so the idea of new recruits coming n trying to possibly plug the so-called loopholes in the culture will not be welcomed & neither is it much of a feasible idea.
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