{"id":4731,"date":"2018-05-23T08:52:00","date_gmt":"2018-05-23T12:52:00","guid":{"rendered":"https:\/\/www.citationcanada.com\/?p=4731"},"modified":"2018-05-23T08:52:00","modified_gmt":"2018-05-23T12:52:00","slug":"misfit-employee-or-missed-opportunity-learning-from-the-outliers","status":"publish","type":"post","link":"https:\/\/www.citationcanada.com\/fr\/blog\/article\/misfit-employee-or-missed-opportunity-learning-from-the-outliers\/","title":{"rendered":"Misfit Employee or Missed Opportunity? Learning from the Outliers"},"content":{"rendered":"\n

When we talk about an employee\u2019s \u201cfitness\u201d for an organization, we\u2019re not talking about how fast they can run or how much they can bench-press; however, failing to be a \u201cgood fit\u201d at work can sometimes make an employee feel like the last kid picked in gym class. Instead of pull-ups, cultural<\/em> fitness measures the alignment of personality and values between the employee and their organization. Research has found that when values and personalities are aligned between the worker and their employer, productivity soars and employee engagement and retention increase.<\/p>\n\n\n\n

Hiring for cultural fit can be extremely valuable, particularly in small and mid-size organizations, where collaboration is frequent and essential, but it\u2019s not without some risk. Over time, the meaning of cultural fit has shifted toward an emphasis on the social, possibly at the expense of other aspects of the workplace culture. And while you may not want to socialize with a certain employee, that doesn\u2019t mean they don\u2019t make a great worker. By focussing so intensely on fit, you may overlook the potential value in those candidates and employees who don\u2019t fit in, but have much to offer in terms of innovation and alternative viewpoints.<\/p>\n\n\n\n

While you might already see the value in hiring a so-called \u201cmisfit\u201d employee, that doesn\u2019t mean you don\u2019t need to worry about their level of engagement. A study from Penn State University reveals that employees who are aware of their poor cultural fit are often less productive than those who feel more plugged in to the organization. Disengagement also raises the risk of employee attrition, and turnover can be costly for the organization. So, how do you reap the benefits of those employees working outside the box, while ensuring they\u2019re happy within the organization? Download our FREE Managing Employee Fit Guide, which can help you perceive these employees less as misfits and more as opportunities for organizational growth.<\/p>\n\n\n\n

Sources:\u201cLeisure activities, job crafting can make company \u2018misfits\u2019 more productive.\u201d <\/a><\/p>\n\n\n\n

While Citation Canada, formerly HRdownloads, uses reasonable efforts to maintain this site\/blog and its Services in an up-to-date fashion, it does not warrant the completeness, timeliness or accuracy of any information contained on this site\/blog or any of its Services, whether in English or French, and may make changes thereto at any time in its sole discretion without notice. All information and Services provided by Citation Canada, formerly HRdownloads, are provided to members and\/or users \u201cas is\u201d, \u201cwith all faults,\u201d \u201cas available\u201d and at the sole risk of members and\/or users. Our human resources information and recommendations are based on seasoned, best practice field experience and should not be construed as legal advice.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

When we talk about an employee\u2019s \u201cfitness\u201d for an organization, we\u2019re not talking about how fast they can run or how much they can bench-press; however, failing to be a \u201cgood fit\u201d at work can sometimes make an employee feel like the last kid picked in gym class. Instead of pull-ups, cultural fitness measures the alignment of…<\/p>\n","protected":false},"author":16,"featured_media":4732,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[42],"tags":[],"acf":[],"_links":{"self":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/posts\/4731"}],"collection":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/users\/16"}],"replies":[{"embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/comments?post=4731"}],"version-history":[{"count":0,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/posts\/4731\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/media\/4732"}],"wp:attachment":[{"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/media?parent=4731"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/categories?post=4731"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.citationcanada.com\/fr\/wp-json\/wp\/v2\/tags?post=4731"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}