Most organisations recognise the importance of company culture, and firms some are successful in developing effective company values that reflect the desired culture. But what happens when these values do not align on a consistent basis with the shared norms of employees? The lack of unification is described by sociologists as ‘cultural disconnection’. When this disconnection occurs, this can become disruptive to business operations, and it is also one of the reasons for employee exit.
Divides can great divisions between groups within the organisation, and where divides exist work become less efficient.
There are different definitions within sociology of what it means to be ‘culturally disconnected’. One definition that is useful is a situation that occurs when “people begin to talk past each other because they have been formed, and informed, by different cultures and are not fully aware of the fact.”
In the business world, this phenomenon commonly refers to the “structures, systems, technologies, and skills and qualities of members are driven more by current resources, external demands, and short-term consideration rather than by organizational values.”
There are four critical aspects of being culturally disconnected and they can alter and affect how a person views and experiences the world. These can, in worst case situations, derail a person’s career and consequently their ability to feel fulfilled.
This is according to Joy Fitzgerald, who is a coach, best-selling author, and corporate leader. Fitzgerald currently serves as SVP, Chief Diversity, Equity & Inclusion Officer at UnitedHealth Group.
This topic is explored in the forthcoming book, Finding Authentic Rhythm: How to Win on Your Terms in Corporate America (March 2023).
Fitzgerald explains to Digital Journal in a statement: “There was a season when I felt emotionally and culturally disconnected at work and in the city where I lived…I felt the beat of my life was off, out of sync, and off pace. I lacked a genuine connection with my co-workers. There were many days I felt out of place. I desired authentic relationships at work and desperately wanted to feel like I belonged.”
Fitzgerald adds: “When people feel culturally disconnected, it impacts every aspect of their life. It changes the beat and rhythm of your life. It is important to understand why you are in this state so you can move to the next phase of self-discovery.”
To address cultural disconnection, one approach is to review and reorientate core systems within the firm. These are the ones with the greatest impact upon employees. Examples include reforming the hiring process, improving goal setting, using assessments, putting in place appropriate rewards, and with encouraging professional development.
