Part 2: Culture Shock When Joining a New Organization
Yesterday I shared a personal example of what culture shock feels like, why it occurs and how we react. Culture shock is often associated with national differences, but it can also occur when transitioning to a new organisation. Culture is learnt behaviour, accepted and rewarded by a group of people who have a common set of values.
Adam the marketing professional
Let’s take Adam, a marketing professional with years of experience in a corporate setting. He recently accepted a job at a small, innovative startup known for its dynamic and collaborative culture. Adam eagerly joined the team, only to find himself experiencing culture shock within the first few weeks.
At his previous company, hierarchy and structure were deeply ingrained in the corporate culture. Communication flowed through formal channels, and decisions were made by senior management. Adam was accustomed to clear job roles with little room for experimentation or creativity.
When starting in his new workplace, Adam found himself in a completely different environment. The startup culture was characterized by open communication, flat hierarchies, and a strong emphasis on innovation and risk-taking. Team members were encouraged to voice their opinions, challenge the status quo, and contribute ideas freely.
Adam found himself hesitant to speak up in meetings, fearing that his ideas would be dismissed or criticized. He started having negative feelings about his new colleagues believing them to be arrogant and inconsiderate. He grappled with feelings of self-doubt. Culture clash can create feelings of disorientation, confusion, and uncertainty as individuals navigate unfamiliar territory. The values we have learnt to be “the right way of behaving” are questioned. When our values are questioned, our identity is questioned.
Negativity is always prevalent with culture shock
Negative judgments can stem from a lack of understanding of the new company culture and its underlying values. When we are confronted with behaviour or practices that contradict our expectations, we may instinctively react with skepticism, criticism, or resistance.
Despite the initial challenges, Adam found ways of working through his culture shock and ultimately found fulfillment and success in his new role. He talked to former colleagues, friends and his manager to question if he was interpreting the behaviour correctly. By actively seeking opportunities to familiarize himself with the company culture, he could understand the rationale behind different practices.
Joining a new organisation can be a transformative experience that offers growth, learning and collaboration. However, adapting to a new company culture can present challenges and trigger feelings of culture shock. By recognising the impact of biases and understanding negative judgments individuals can navigate culture shock more effectively and thrive in their new professional environments.
To read parts 1 and 3 of this post click on the page numbers below.
