In hiring and recruitment, “culture fit” is a term that’s commonly used but infrequently clarified. From how you view work-life balance, to the relationship between mission and margin, to the everyday way a company treats its people, it can take different forms depending on the company and employer.
But, however you define it, says Jeff Harris, CEO of Jeff Harris and Associates, one thing is clear: employees are more conscious than ever of the need for it – and more willing to walk away when it’s missing.
“We grew up in a generation where people work themselves to death,” Harris says. “That’s just normal. It’s all about sacrificing and work, work, work. I think the younger generations have a deeper appreciation for being present in their lives and the times they’re living in, and being more well-balanced.”
For ambitious operators focused on growth, performance, and results, that shift can feel frustrating – even unnecessary. Responding to conversations around mental health, flexibility, or balance can sometimes feel like a distraction from the real work.
“If you’ve grown up with a rough-and-tumble, fight-for-every-inch mentality, then people who are overly concerned with work–life balance and mental health can seem over the top,” Harris says. “It can feel like you’re pampering or placating a self-indulgent workforce.”
But whether or not you personally subscribe to that worldview, the reality is hard to ignore. If employees don’t feel valued as people – not just as sources of output – they will leave. And in today’s labor market, they often have options.
Culture fit, then, isn’t about creating a “happy” workplace for its own sake. It’s about building a workforce that stays.
Why Culture Fit Matters in Senior Living
“There is no other industry where employee retention is more closely and uniquely aligned to the quality of service than in senior living,” Harris says. “You simply cannot offer a consistent, high-quality level of care when you have high turnover.”
Unlike many other sectors, senior living relies on continuity of staff, relationships, and trust. Residents, families, and colleagues all feel the strain when caregivers change frequently.
“If you’re committed to a consistently high level of care, you have to be committed to low turnover,” Harris says. “And that means valuing your employees and caring about what they care about, even if it doesn’t come naturally to you or your generation.”
In other words, in senior living, culture fit isn’t optional – it’s an operational must.
What Culture Fit Actually Looks Like
Harris is quick to point out that culture isn’t just about being “nice” or flexible. At its core, it’s about alignment in expectations, values, and approach.
“Culture can be about how you care for your employees. It can also be about how you approach the work itself,” he says. “Sometimes someone will tell me they’re interested in a certain culture, and what they really mean is they don’t want to be held accountable to metrics.”
That’s not necessarily wrong, he says, but it is a misalignment.
“Culture fit isn’t about judging either side,” Harris says. “It’s about recognizing when there’s a mismatch. If one person wants autonomy without structure and the organization runs on accountability and measurement, it’s going to be a poor hire, even if everyone has good intentions.”
Culture fit also extends to how organizations view residents and care delivery. Increasingly, employees want to feel connected to a mission they genuinely believe in – not just one that’s written on a wall or repeated in marketing materials.
“People are willing to work harder for a mission they believe is real,” Harris says. “Not just talked about, but lived.”
In senior living, that authenticity matters. Employees want to know that care isn’t just a concept – it’s a daily practice, reflected in decisions, leadership behavior, and how the organization treats both residents and staff.
Because when culture is aligned, expectations are clear, values are shared, and people feel genuinely cared for, retention improves. And when retention improves, so does care.