When was the last time someone in your team came up with an idea that made you go, “Wow, I never thought of that!” If you’re drawing a blank, you might have a “Culture Fit” problem.

Don’t get me wrong. “Culture Fit” isn’t all bad. It’s like comfort food—familiar and safe. But the reality is you can’t live on mac and cheese forever (Maybe you can, but do you really want to?). Sometimes, you need to spice things up.

That’s where “Culture Add” comes in. It’s about bringing in folks who share your values but bring their own unique flavor to the mix. It’s like adding sriracha to that mac and cheese—suddenly, it’s a whole new tasty and delicious ballgame.

The Essence of Culture Add in Today’s Workplaces

In today’s job market, standing out as an employer is harder than ever. You can’t just offer a decent salary and a foosball table and expect top talent to come running. People want more. They want to know they can make a difference, that their voice matters.

Culture Add is all about that. It’s looking beyond the usual suspects and bringing in people who can shake things up (in a good way). It’s about creating a workplace where different ideas collide and create something amazing.

Let me paint you a picture. A few years back, I was working with this tech company. They were always a step behind their competitors, struggling to innovate. Their team? Carbon copies of each other. Same background, same ideas, same everything. (Big yikes!)

We decided to flip the script. Started looking for candidates who could bring something new to the table. We hired qualified women, older people, people of different work histories, expereinces, backgrounds, and lived experiences…again all qualifed and compentent. Within six months, they had three new product ideas in development. All because they brought in people who saw things differently.

Defining Culture Add and Its Significance

What exactly is Culture Add? Think of it like this, if your company culture is a recipe, Culture Add is about finding new ingredients that make the dish even better.

It’s not about throwing out your values or completely changing who you are. It’s about enhancing what you already have. It’s finding people who align with your core values but bring their own unique perspectives and experiences.

Why does this matter? Because in today’s fast-paced world, adaptability is key. And you can’t adapt if everyone in your team thinks the same way.

A study by McKinsey found that companies in the top quartile for ethnic diversity on executive teams were 33% more likely to have industry-leading profitability. That’s not just good for society—it’s good for your bottom line.

The Evolution from Culture Fit to Culture Add

“Culture Fit” used to be all the rage. It seemed to make sense. Hire people who fit in, and you’ll have a harmonious workplace, right?

WRONG! Turns out, too much harmony can lead to groupthink. And groupthink? It’s the death of innovation.

Culture Add is about finding that sweet spot. You want people who share your values, sure. But you also want people who’ll challenge the status quo, who’ll bring new ideas to the table.

It’s like building a sports team. You don’t want 11 quarterbacks. You want a diverse set of skills and perspectives that come together to create something greater than the sum of its parts.

Why Moving Beyond the “Beer Test” is Crucial

Let’s talk about the “beer test” for a second. You know, the idea that you should only hire people you’d want to grab a beer with after work?

It sounds great, in theory. Who doesn’t want to work with people they like? But here’s the problem—it’s a recipe for homogeneity. And homogeneity? It’s kryptonite for innovation.

Culture Add is about looking beyond surface-level compatibility. It’s about finding people who might challenge you, who might make you a little uncomfortable at first, but who’ll ultimately push your company to new heights.

Unveiling the Benefits of Hiring for Culture Add

What’s in it for you? Why should you care about Culture Add?

1. It’s a creativity booster. When you bring in people with different backgrounds and perspectives, you’re setting the stage for some serious out-of-the-box thinking.

2. It helps you better understand and serve your customers. In our globalized world, your customer base is likely diverse. Shouldn’t your team reflect that?

3. It makes your company more adaptable. In today’s fast-changing business landscape, the ability to pivot quickly is crucial. A diverse team is better equipped to handle whatever curveballs come your way.

Fostering Diversity and Inclusion Through Deliberate Hiring

Now, let’s get practical. How do you actually implement Culture Add in your hiring process?

• Start by taking a hard look at your current team. Where are the gaps? What perspectives are missing?

• Rethink your job descriptions. Are you using language that might turn off diverse candidates? Are you focusing too much on “culture fit” and not enough on what candidates can bring to the table?

• When you’re interviewing, ask questions that dig into a candidate’s unique experiences and perspectives. “Tell me about a time when your background or experiences gave you a different perspective from others in your workplace.”

The goal isn’t to hire people who are different just for the sake of being different. It’s about finding people who can add value to your team in ways you might not have even considered.

Examples of Culture Add Transforming Company Cultures

I once worked with a client—a traditional finance company struggling to attract younger customers. Their team? Straight outta Central Casting—Ivy League grads with finance degrees.

We helped them implement a Culture Add approach. They ended up hiring a marketing whiz with a background in social media influencing. Did she fit the traditional mold? Nope! Did she help them connect with younger customers in ways they never thought possible? You bet.

Another example comes to mind, a tech startup that was having trouble breaking into international markets. They hired a sales rep who had lived and worked in several different countries. His unique perspective helped them tailor their approach to different cultural norms, and their international sales skyrocketed.

Distinguishing Between Culture Fit and Culture Add

How do you know if you’re hiring for Culture Fit or Culture Add?

• Culture Fit asks: “Will this person blend in with our current team?”

• Culture Add asks: “What unique value can this person bring to our team?”

Culture Fit looks for similarities. Culture Add celebrates differences.

Culture Fit maintains the status quo. Culture Add pushes for growth and evolution.

The Limitations of Hiring for Culture Fit

Let’s talk about the elephant in the room—the downsides of focusing too much on Culture Fit.

For one, it can lead to unconscious bias. You might find yourself gravitating towards candidates who remind you of yourself without even realizing it.

It can also create an echo chamber. When everyone thinks alike, who’s going to challenge bad ideas?

And perhaps most importantly, it limits your talent pool. In a competitive job market, can you really afford to overlook qualified candidates just because they don’t fit a narrow mold?

Embracing Differences: The Core of Culture Add

At its heart, Culture Add is about recognizing that our differences are our strengths.

It’s about creating a workplace where everyone feels valued for their unique contributions. Where diverse perspectives are not just tolerated, but actively sought out.

It’s about building a team that’s greater than the sum of its parts. Where different viewpoints come together to create something truly extraordinary.

Mastering the Art of Interviewing for Culture Add

Alright, let’s get down to brass tacks. How do you actually interview for Culture Add? I get this question all the time!

First off, ditch the cookie-cutter questions. Instead of asking, “Where do you see yourself in five years?” try, “Tell me about a time when you brought a new perspective to a project.”

Focus on scenarios that reveal how candidates approach problems. “Describe a situation where you disagreed with a coworker. How did you handle it?”

And pay attention to not just what they say, but how they say it. Are they open to different viewpoints? Do they show curiosity about new ideas?

Implementing Culture Add Strategies in Hiring Processes

You’re sold on Culture Add. Great! But how do you actually make it happen?

1. Start by diversifying your recruitment channels. If you’re always fishing in the same pond, you’re going to keep catching the same fish.

2. Train your hiring managers on unconscious bias. We all have biases—the key is recognizing and mitigating them.

3. Create a structured interview process. This helps ensure all candidates are evaluated on the same criteria, reducing the impact of personal biases.

4. Don’t forget about retention. Hiring for Culture Add is just the first step. You also need to create an environment where diverse perspectives are valued and heard.

Overcoming Challenges in Shifting Towards a Culture Add Model

I’m not going to sugarcoat it. Shifting to a Culture Add model isn’t always easy. You might face resistance from team members who are comfortable with the status quo.

The key is communication. Explain the benefits of Culture Add not just for the company but for individual team members. How it can lead to more interesting projects, new learning opportunities, and a more dynamic work environment.

And be patient. Culture change doesn’t happen overnight. It’s a journey, not a destination.

Conclusion: The Imperative of Embracing Culture Add for Future-Proofing Your Organization

In today’s rapidly changing business landscape, adaptability is key. And there’s no better way to future-proof your organization than by embracing Culture Add.

It’s not just about doing the right thing (although that’s important too). It’s about building a team that’s equipped to handle whatever challenges come your way.

Are you ready to move beyond Culture Fit? Ready to build a team that’s not just good, but truly great?

In the words of Steve Jobs, “It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.”

That’s the essence of Culture Add. Hiring smart people with diverse perspectives, and letting their unique viewpoints drive your company forward.

What’s your next move? How are you going to start implementing Culture Add in your organization? The future of your company might just depend on it.

Want to learn more about how Culture Add can transform your workplace? Check out my upcoming book,, “Don’t Suck at Culture,” available on Amazon, or drop me a line. Let’s build something amazing together.

The California Workplace Violence Prevention Program (WVPP) is crucial for compliance and ensuring safety in the workplace. You may be thinking, “Not another California labor law rule, ugh.” But stick with me—this one’s actually important. With the new law that kicked in, every employer, big or small, needs to have a solid Workplace Violence Prevention Program (WVPP) in place. This guide walks you through everything you need to know about setting up an effective WVPP. From understanding why it’s important to making sure your program ticks all the right boxes; we’ve got you covered.

Why Bother with a Workplace Violence Prevention Program?

So, why there’s all this talk about workplace violence prevention? Well, it’s not just about the big, dramatic incidents. Workplace violence includes the small stuff too—like threats, harassment, or even a bit of bullying that can seriously shake up your team. Here’s why getting ahead of these issues really matters:

• Safety First: Keeping your team safe isn’t just good practice—it’s a necessity. A secure team is a happy team.

• Keep Everyone Showing Up: Violence, or even the fear of it, can lead to more people calling out sick or looking for the exit. Reducing violence keeps your best people on the job.

• Boost Productivity: When people aren’t worried about their safety, they can focus on what they’re good at—getting the job done. (And let’s face it, everyone likes a good productivity boost—except maybe procrastinators.)

• Save on Legal Headaches: An effective violence prevention program can keep you out of the courtroom and reduce costs associated with legal battles over workplace incidents.

• Protect Your Reputation: Show that you’re a leader who cares, boosting your reputation and making your company a magnet for top talent. (And who doesn’t want to be the company everyone’s talking about—for the right reasons?)

Understanding this can help you build not just a compliant program, but one that genuinely enhances your workplace culture.

Understanding the California Workplace Violence Prevention Program (WVPP)

In 2023, California took a bold step with Senate Bill 553 (SB 553), mandating that all employers, no matter the size, roll out a robust Workplace Violence Prevention Program (WVPP). This isn’t just about having a policy in place; it’s about being proactive—identifying risks, empowering employees through training, and handling incidents with precision.

Key Elements of a Compliant WVPP

Here’s what you need to craft a WVPP that not only complies with the law but also fortifies your workplace:

Risk Identification and Assessment in a Workplace Violence Prevention Program

Regularly check your work environment and practices. Understand where and how violence might rear its head. (Think of it as your workplace’s annual check-up—minus the awkward doctor visits.).

Employee Training and Engagement for Workplace Violence Prevention

Everyone on your team should know the signs of potential violence and how to handle them. Make this training part of your culture.

Incident Reporting and Response Procedures in WVPP

Set up clear channels for reporting threats or incidents. Fast and thoughtful responses can prevent a bad situation from getting worse.

Record Keeping for Workplace Violence Prevention Program

Keep detailed logs of incidents and training. These aren’t just records; they’re tools for continuous improvement and proof of your compliance.

What Constitutes Workplace Violence?

It’s broader than you might think:

• It includes everything from verbal threats to physical altercations.

• It can involve anyone—employees, managers, clients, or random visitors.

• It can be overt, like a physical attack, or covert, like cyberbullying (Yes, cyberbullying—it’s not just for teenagers.).

The Consequences of Non-Compliance with WVPP

Ignoring California’s WVPP law can hit you where it hurts:

• Fines: Non-compliance can lead to hefty penalties. (And who wants to give their money away?)

• Legal Liability: If violence does occur, you could face lawsuits.

• Reputational Damage: Your reputation as a safe place to work can suffer, impacting everything from recruitment to customer trust. (Think of it as bad Yelp reviews—but worse.)

Implementing an Effective WVPP

Creating an effective WVPP takes diligence:

• Conduct a Thorough Risk Assessment: Really dig into what makes your workplace unique and the specific threats it might face. (Kind of like Sherlock Holmes—but without the pipe.)

• Develop Tailored Prevention Strategies: Use your risk assessment to put specific safeguards in place.

• Train and Engage Employees: Training should be regular, engaging, and practical.

• Regular Review and Updates: The world changes, and so should your WVPP. Make adjustments based on feedback and evolving circumstances.

Best Practices for Maintaining a Safe and Healthy Work Environment

Beyond just a WVPP, here’s how you can keep your workplace safe:

• Open Communication: Make it easy and safe for employees to share their concerns.

• Security Measures: Based on your risk assessment, implement physical or procedural changes that protect your staff.

• Conflict Resolution: Equip your leaders with the skills to de-escalate conflicts.

• Zero-Tolerance Policy: Be clear that violence and harassment won’t be tolerated.

• Employee Assistance Programs (EAPs): Support your team’s overall well-being with access to counseling and support services.

Taking Action: Building a Culture of Safety

This isn’t just about ticking boxes:

• Leadership Commitment: Show that safety is a top priority from the top down. (Because, honestly, nothing says “We care” like leading by example.)

• Employee Involvement: Get your team involved in safety planning and improvements.

• Positive Work Environment: Cultivate an environment where everyone feels respected and secure.

• Continuous Improvement: Always look for ways to be better. (It’s like leveling up in a video game—aim for the high score.)

Conclusion

With a comprehensive WVPP, you’re not just complying with the law; you’re building a safer, happier workplace. And isn’t that what leadership is all about?

For More Information

Interested in learning more or need help getting your WVPP up to speed? Reach out to Think People.Culture at info@thinkpeopleculture.com.

Curious about how to align your workplace safety efforts with current regulations? Let's discuss how we can support your goals for a safer, more positive environment.

Additional Resources

• Cal/OSHA Workplace Violence Prevention Program (English/Spanish)

• California Department of Fair Employment and Housing (DFEH)

• National Institute for Occupational Safety and Health (NIOSH)