A little over ten years ago, a couple of researchers at U.C. Berkeley set out to determine whether professionals would have a more successful career by fully integrating with their team and culture, or by setting themselves apart. The findings were conclusively inconclusive: You probably need to do a little bit of both. A decade later, the way we work has evolved, and the way we approach “fitting in” versus “standing out” reflects a lot about a company, its policies, and its culture. Therefore, if you are wondering whether you should look for employees who blend in and tow the corporate line, or step up and challenge “the system,” much like the study, you will probably want to find candidates who embody both.
What Your Approach Says About You
From our days on the middle school playground, the concept of fitting in is pretty much engrained in all of us. It does not always mean being the most popular or the coolest kid in school. However, it does mean that many of us tend to look for groups where we feel we can belong.
That sense of belonging is something we chase well into our adult — and professional — lives. Companies that explicitly state they are looking for employees who “fit in” may be appealing for those who want to find a place and a team where they belong. However, it may also be a turn-off for those (maybe the middle school misfits?) who prefer individualism and autonomy.
The flipside is that companies who seek stand-out candidates who wish to excel on their own merits may find that candidates are wary of cultures that may be highly competitive and non-inclusive.
For the record, the previously mentioned study found that individuals who were conformists both culturally and corporately were the least likely to get their ideas heard. Moreover, they were the most likely to be terminated (yikes). So which approach will get you the best job candidates? You probably know where we are going with this…
Finding Employees Who Fit In AND Stand Out
It is important to note a couple truths here: Fitting in does not mean rolling over and surrendering your identity. Moreover, standing out does not mean you are a rebel without a cause. Ideal job candidates know how and when to do both.
Fit In: Values
What does your company stand for? It is likely you have clearly outlined and detailed brand values, and you should stand firmly on these as the pillars of your business. Here, it is important that employees fit in, particularly when it comes to ethics and regulations.
Stand Out: Culture
It is possible to create a culture that promotes belonging while fostering a sense of individuality. The key here is to respect the humanity of your team, and recognize that each comes from their own distinct background. On remote teams, especially those distributed around the world, it is even more critical to acknowledge the varying beliefs, cultures, and backgrounds of each employee. A culture that embraces and celebrates these differences is usually a more inclusive culture. It is one where employees “fit in” because they “stand out.”
Fit In: Equity and Inclusion
All employees bring unique skills, talents, and experiences to the table. However, two things that should not be overlooked are equitable treatment and inclusion. At whatever level hired in, every employee needs a clear path forward, as well as access to training, resources, and opportunities. Creating a workplace where every individual feels seen, heard, and valued equally attracts better talent. This in turn builds a stronger culture and a more productive workforce.
Stand Out: Diversity
Diversity can mean many different things — racial/ethnic diversity, cultural diversity, and diverse ways of thinking and innovating. All are imperative to building an ideal team, where fitting in is all-inclusive, and standing out is important. Celebrating diverse voices on your team is the key to promoting a positive and healthy work environment. In addition, while it sounds counterintuitive, diversity actually paves the way to greater equity and inclusion.
Bottom Line: Don’t Look for Assimilators or Nonconformists — Look for Both
Your best employees are those who fit in when it’s important (aligning with company values, complying with industry regulations, etc.). They also stand out and stand up when change is needed (demanding more inclusive practices, challenging discrimination, innovating new ideas, etc.). The key is looking for that balance in job candidates, and providing the best environment for them to do both.
