The Culture Factor: Why New Leaders Fail Within the First 90 Days
When a new executive hire leaves within the first 90 days
1. Communicate Your Operational Style
The first step to ensuring cultural alignment is to be completely upfront about how your organization operates. Whether you foster a collaborative environment where everyone works together on decisions, or you expect individuals to manage their responsibilities independently, it’s essential to make this clear from the start. Cultural mismatches often occur because candidates don't fully grasp the daily work processes.
For instance, if your organization operates at a rapid pace and demands immediate action, hiring someone who thrives in slower, methodical settings may lead to frustration. Conversely, a candidate accustomed to autonomy may struggle in an intensely collaborative environment. As a senior executive, share your working style honestly with potential hires, including whether you are hands-off or more direct, and whether you have a preference for regular check-ins or independent progress. Let them know!
According to a survey by SHRM, 90% of hiring failures are due to poor culture fit rather than a lack of technical skills. This makes it all the more important to explain your organization’s operating style thoroughly during the interview process.
2. Include Multiple Organizational Levels in Interviews
Cultural fit is not solely about the leadership team approving a candidate. It's important to gather insight from all organizational levels, including peers, direct reports, and upper management. This approach provides candidates with a top-down view of the organization and offers both parties insights into how the candidate might mesh with different team dynamics
When candidates interact with varied teams, they experience the communication style
3. Clearly Define First 90-Day Expectations
Misaligned expectations during the initial months frequently prompt new leaders to leave. It's critical to communicate clear expectations during the hiring process about what the first 90 days should entail. Do you expect new hires to observe and learn the organization's nuances before initiating changes, or should they start executing strategies immediately?
Clarity about the role's pace and nature prevents misunderstandings. Ensuring a new executive feels prepared and aligned with the organizational goals can minimize early turnover.
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4. Be Cautious About Involving the Incumbent
While it may be tempting to involve the outgoing executive in the interview process, it often introduces unnecessary complexities. Their presence can create discomfort and hinder open discussions about potential changes or challenges in the role. It's usually more effective to gather their insights beforehand or include them in only a limited capacity during interviews.
Instead, rely on feedback from other team members about the qualities needed in the new leader, fostering an open and beneficial dialogue about cultural fit.
Bonus: For Candidates—Don't Drink The Kool-Aid
If you’re a candidate, it’s easy to get caught up in the excitement of a new title, salary, or a dream organization. However, it’s essential to evaluate the culture just as carefully as the organization is evaluating you. Don’t let the promise of a great position or a mission that you love cloud your judgment about whether the team dynamics, decision-making processes, and overall culture are a good fit for how you work.
Ask questions about the organization's culture, leadership style, and expectations. Make sure you are stepping into an environment where you can thrive.
Finding the right cultural fit for a leadership role in manufacturing is just as important as checking off their technical skills and experiences. It's about making sure both the organization and the executive are on the same page when it comes to cultural expectations. By being open about how things work, getting input from different levels of the organization, setting clear expectations for those crucial first months, and thoughtfully handling the transition from outgoing leaders, you lay down a solid path for cultural integration.
This approach not only makes the hiring process smoother but also builds a strong base for a leadership team that works well together, helping to cut down turnover and creating a working environment where leaders can thrive.
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