Adapt or Die: The Changing Landscape of Business
January 14, 2022I’ve always embraced being different, and I love my uniqueness. Growing up, many of us probably heard, “Why can’t you be more like so-and-so?”—as if being like everyone else was the goal. But I’ve come to realize that standing out is a gift, and forcing people to conform often comes at the cost of their happiness and potential. Unfortunately, this push to fit in doesn’t end in childhood—it follows us into adulthood and, more often than not, into our careers.
Too many people spend their lives trying to mold themselves into a shape that doesn’t fit, whether in relationships, jobs, or other areas. While society’s rules may encourage conformity, I’ve learned that it’s far better to march to the beat of your drum. Years ago, a director at my workplace once called me “rogue.” At first, I was offended, but then I realized he was right—he was trying to force me into a role I hated, which only made me more frustrated and rebellious. That’s what happens when people are forced into positions that don’t align with who they are. Over time, it became unbearable, and I was miserable in the job. It was a lesson I’ve carried with me: unless I’m being paid to act, I refuse to play a role that doesn’t fit.
The Danger of Square Pegs in Round Holes
So why do people stay in jobs that make them unhappy? Why do we settle for roles that don’t fulfill us? Sure, we all have bills to pay, but wouldn’t it be far more satisfying to earn a paycheck from something that brings us joy?
Too many employees are stuck in roles that don’t align with their natural motivations, and the impact is significant. It’s like wearing a pair of tight shoes all day long—you can get through it, but you’re uncomfortable, irritable, and probably not performing at your best. When employees are misaligned with their roles, they become resentful and disengaged, leading to a toxic work environment. And when the workplace becomes toxic, productivity takes a nosedive.
Employers play a significant role in preventing this kind of workplace misalignment. It all starts with the hiring and development process. According to a study published in the Harvard Business Review, previous experience is not a strong predictor of success in new hires, particularly for entry-level positions. Instead, companies should focus on motivation, skills, and cultural fit to find the right people for the job.
Hiring for the Right Fit
I’m sure we’ve all had the experience of walking into a store and being treated like we’re interrupting someone’s day. This lack of engagement doesn’t just happen in retail—it happens in every industry. Much of this behaviour stems from employees being hired into roles that don’t suit them. They may have the skills, but without the passion or motivation for the work, they’re simply going through the motions.
For employees to truly thrive, they need the right mix of skills, abilities, and interest in the work. If the job doesn’t align with an employee’s natural motivation, it becomes a struggle, and that affects everything from engagement to customer service. A Gallup study found that companies with highly engaged teams show 21% greater profitability. Engagement and motivation are key to driving success, so why aren’t more employers getting it right?
Employers need to start taking advantage of the tools available to them to hire, develop, and manage talent effectively. It’s not enough to hire someone based on their resume or a quick interview. Assessment tools that measure interest, motivation, and job fit should be standard practice during the hiring process. After all, the right fit leads to greater engagement, satisfaction, and ultimately, better performance.
The Cost of Disengagement
Employees have a role to play in their alignment as well. Often, we pursue careers based on external expectations rather than our desires. But when we spend most of our waking hours at work, doesn’t it make sense to do something that brings us joy and fulfillment?
A recent Gallup poll revealed that only 36% of employees are engaged at work, meaning the vast majority—64%—are either disengaged or actively disengaged. Disengagement doesn’t just hurt the employee; it hurts the business. Companies with engaged employees outperform their competitors by 147% in earnings per share, according to Gallup. These statistics clearly show the impact that engagement has on a company’s bottom line.
To achieve this level of engagement, employers need to dig deeper during the hiring and performance review process. Managers should be asking questions that help uncover what motivates their employees, what drives their passion, and what will make them come to work excited every day. When employees are aligned with their roles, they’re not just coming in for a paycheck—they’re contributing to the success of the organization in meaningful ways.
The Importance of Assessing Job Fit
Interviews alone aren’t enough to gauge a candidate’s suitability for a role. Employers should incorporate assessments that measure job fit, motivation, and interests. These tools help take the guesswork out of hiring, ensuring that the right people are placed in the right roles from the start. When employees are placed in positions that align with their strengths and motivations, they are more likely to be engaged, productive, and happy at work.
It’s time for companies to move beyond the “hope for the best” approach to hiring and employee development. Investing in tools and processes that ensure job fit and alignment is not just good practice—it’s essential for long-term business success. With engaged employees, companies can build stronger teams, improve customer satisfaction, and ultimately, boost profitability.
Creating a Culture of Alignment
In the end, finding the right fit for employees is a win-win for both the worker and the employer. Misalignment leads to disengagement, dissatisfaction, and poor performance, while alignment leads to engagement, joy, and success. By focusing on hiring the right people and placing them in roles that fit their natural motivations, companies can create a culture of alignment that drives productivity and growth.
It’s time for employers to stop forcing square pegs into round holes and start investing in the people who will help their businesses thrive. And for employees, it’s time to pursue work that aligns with your passions and strengths. After all, life is too short to spend it in tight shoes.
Here’s to being a round peg in a round hole!
Judy
