Culture Fit vs. Culture Add: Understanding the Differences and Why Both Matter

When it comes to building a positive and productive workplace, culture is a critical factor. One of the key considerations when it comes to culture is the concept of "culture fit." But what does that mean exactly? And is culture fit the only thing that matters when it comes to building a strong culture? In this blog post, we'll explore the differences between culture fit and culture add and why both are important for creating a successful organization.

First, let's define what we mean by culture fit. Culture fit refers to the alignment between an individual's values, work style, and behavior with the organization's culture. In other words, it's about making sure that new hires, or existing employees, fit in with the existing culture of the organization. This is important because research has shown that employees who fit in with the organization's culture are more likely to be engaged, motivated, and productive.

But is culture fit the only thing that matters when it comes to building a strong culture? The answer is no. Culture add is also an important consideration. Culture add refers to the unique perspectives, skills, and experiences that an individual brings to the organization. These differences can serve as a catalyst for positive change and can help to improve the overall culture of the organization.

Culture fit refers to the alignment between an individual's values, work style, and behavior with the organization's culture.

Culture add refers to the unique perspectives, skills, and experiences that an individual brings to the organization.

For example, an organization may have a culture that values innovation, but lacks diversity. Hiring employees from diverse backgrounds who bring different perspectives and experiences can help to foster a more innovative culture. Additionally, having a diverse workforce can also help to improve the organization's performance by providing different viewpoints on problem-solving, decision-making and strategies.

It's important to note that culture fit and culture add are not mutually exclusive. The ideal scenario is to find employees who both fit in with the existing culture and bring unique perspectives and skills that can help to improve the overall culture of the organization.

To achieve this, organizations can use tools such as MyCulture (https://myculture.happily.ai) to assess culture fit and culture add during the hiring process. By using MyCulture, organizations can identify candidates who align with the organization's culture and bring unique perspectives and skills that can help to improve the overall culture of the organization.

In conclusion, culture fit and culture add are both important considerations when it comes to building a positive and productive workplace. Culture fit ensures that new hires, or existing employees, fit in with the existing culture of the organization, while culture add refers to the unique perspectives, skills, and experiences that an individual brings to the organization. These differences can serve as a catalyst for positive change and can help to improve the overall culture of the organization. MyCulture is an effective tool that can be used to assess culture fit and culture add during the hiring process, to identify the ideal candidates that aligns with the organization's culture and bring unique perspectives and skills that can help to improve the overall culture of the organization.