This year, organizational culture is a high priority for HR leaders, and to truly master it employees must be aligned and connected to your shared values, beliefs, and practices that characterize your organization, according to Gartner research. Organizational culture shapes everything from decision-making processes to employee behavior and customer interactions.
However, the rapid emergence of remote and hybrid work arrangements is the Achilles heel for most companies, with 76% of HR leaders saying hybrid work challenges employees’ connection to organizational culture and 61% saying that to achieve organizational goals, culture is more important in a hybrid work model than in an on-site work model3.
Contrary to popular belief, forcing employees to return to the office does not improve cultural connection and alignment. Organizations that force their employees back to a fully on-site arrangement could lose 33% of their workforce. The level of flexibility in work arrangements directly correlates to culture connectedness – the more flexibility an employee has in where, when, and how they work, the more likely they are to be connected to their culture.
So, let’s go back to the first measure of culture connectedness, alignment. If a hybrid work model isn’t to blame for a lack of connectedness, perhaps it is a problem with culture fit, a key aspect of creating a more meaningful experience and shared beliefs and values between employees and their employers. Cultural fit is linked to a range of valued HR outcomes. Here are just a few.
Enhancing Employee Engagement and Satisfaction
When employees align with an organization’s culture, they feel a sense of belonging and purpose. This alignment fosters higher levels of engagement and job satisfaction because employees see their values reflected in their workplace. Engaged employees are more likely to be motivated, exhibit higher levels of productivity, and contribute positively to the organization’s goals. They are also more likely to remain with the company long-term, reducing turnover rates and the associated costs of recruiting and training new staff.
Driving Consistent Performance and Behavior
Organizational culture provides a framework for expected behavior and performance standards. When employees and new hires are a good fit culturally, they are more likely to perform consistently, maintain quality, ensure customer satisfaction, and achieve business objectives. Moreover, a strong cultural alignment helps employees navigate challenges and changes within the organization more effectively, as they have a clear understanding of the underlying principles guiding their actions.
Fostering Innovation and Collaboration
A well-aligned organizational culture encourages innovation and collaboration. When employees share the same cultural values, they are more likely to work together harmoniously, share ideas freely, and support each other’s initiatives. This collaborative spirit is essential for fostering creativity and driving innovation. Employees who feel aligned with their company’s culture are also more willing to take risks and explore new solutions, knowing they have the backing of a supportive and understanding workplace.
Building a Strong Organizational Identity
An organization with a clearly defined and widely embraced culture builds a strong, positive internal and external identity. Employees and new hires who are a good fit culturally become ambassadors of the company’s values and mission, promoting a consistent and authentic image to clients, partners, and the broader market. This strong identity can enhance the organization’s reputation, attract top talent, and create a loyal customer base that resonates with the company’s values and vision.
Talent Assessments Help Ensure Cultural Fit
Utilizing talent assessments that are designed for specific jobs, roles, and environment/culture can be more powerful in driving a better human experience and culture alignment. They are a single solution that offers an objective way to measure how well applicants’ personality styles and communication preferences fit with your culture – ultimately, creating value through the psychological bond that comes with shared values.
In addition, scientific assessment data can help identify who will work well in a virtual team or remote arrangement and who may not. Some workers need people interaction and the structure of an office environment. Others will work well independently, possess strong self-management skills, and effective collaboration capabilities, and thrive in a virtual environment. Knowing this information can help managers and HR leaders set their virtual workers up for success.
Another critical benefit of using talent assessments is the ability to evaluate a candidate’s ability to work effectively in diverse environments, communicate across cultures, and respect varying values and beliefs. When used thoughtfully, they can be powerful tools to not only ensure alignment with organizational values but also to enhance and support diversity initiatives.
By identifying and prioritizing cultural attributes that value diverse perspectives, inclusive communication, and collaborative problem-solving, talent assessments help organizations send a strong message to potential hires that the company is serious about diversity and inclusion, making candidates from various backgrounds more likely to feel welcomed and valued.
Reach Your Culture Goals in 2025
Aligning employees with organizational culture is not just about maintaining harmony in the workplace; it is a strategic imperative that impacts every aspect of business performance. The benefits are manifold, from enhancing engagement and satisfaction to driving consistent behavior, fostering innovation, and building a strong organizational identity. For organizations looking to thrive in today’s competitive landscape, investing in cultural alignment through talent assessments is an investment in their most valuable asset: their people. Companies can unlock their full potential and achieve sustained success by ensuring employees and candidates feel connected to the organizational culture.