Is cultural fit all that important to a healthcare organization? The answer is an unequivocal yes. It’s very important, and should be given the attention it deserves.
Cultural fit describes how well an employee fits in with the culture of a particular organization. In general, if the fit is good, it’s likely that the employee will be happy and productive. On the other hand, if the fit is off, the employee is likely to be unhappy and much less productive.
What is it exactly that “fits”? We are talking about an employee’s personality, his attitudes, beliefs and values, and how well he meshes with the personality of the organization and the values held by the management of the organization.
Suppose, for example, you have a person who is an introvert, and he is hired by a company that has a very freewheeling, casual atmosphere, where there is an open floor plan, making it very easy for employees to interact with each other. This person probably would not be happy working there for very long. The odds are he would prefer a much more conventional, traditional company, where people work in cubicles, separated from others.
Here are some other ways that cultural fit can benefit a healthcare organization:
- Good cultural fit increases productivity. Studies have shown that employees who fit well within their organization have more self-confidence. They enjoy their jobs more and have more loyalty to the organization. They are more engaged in their job. Their morale is higher, and they are more likely to stay with the organization for a longer period of time. All of this translates into better performance and greater productivity.
- Good cultural fit is healthy. Studies have also shown that if there is a good fit between the person and his job, he is more mentally and physically fit.
- Good cultural fit means better retention. When there is a good fit, employees stay longer and work more diligently to help the company achieve its goals. And that represents a big savings to the organization. A person who is not happy at an organization is much more likely to leave after a short time. That means more expense to recruit and hire a new person.
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