Depending on the needs of the family it serves a Family Office can often bring together professionals of different expertise and from very different cultural backgrounds. Many also operate in multiple jurisdictions, so it is very common for them to have a diverse team of employees around the world.

However, without proper management, these differences may give rise to cultural clashes. As Family Offices tend to have a small and intimate team, the impact of cultural clashes in a close-knit environment can become disastrous.

These clashes can manifest in different ways, whether from different cultural backgrounds, discrepancies in work ethics, or differing decision-making styles. It can also be nuanced, taking root in less obvious aspects of culture, such as body language, communication styles, and unconscious bias.

Causes of cultural clashes

It is crucial to understand the root causes of cultural clashes to minimise their impact on operations and to hopefully prevent them happening again.

People from different cultural backgrounds, with different values, beliefs, and norms can often create a vibrant and inclusive working environment. However, the mix of cultures may also set the stage for misunderstandings, especially when there is a lack of awareness and appreciation of cultural differences in the workplace. When employees are unaware of the cultural nuances of their colleagues, they may unintentionally offend or misinterpret their actions.

Cultural clashes can also happen when the Family Office’s core values and missions differ from the personal values of employees, which sets the stage for more far-reaching conflict with the business.

Role of recruitment in avoiding cultural clashes

It is essential to get cultural fit right from the start to avoid these kinds of problems occurring. When Family Offices are too focused on the hunt for competent professionals, they can neglect to give proper emphasis on the cultural fit of the candidates.

As a Family Office recruitment specialist, we believe that assessing cultural fit should be the utmost priority. Family Offices must ensure new hires are aligned with existing values and culture in the team, given that Family Offices are by nature highly personal and close-knit workplaces.

Hires with poor cultural fit will negatively impact staff morale, performance, and productivity. Family Offices need to look beyond the jurisdictions of the role, and the competencies of a candidate. They should instead focus on the values, priorities, and goals of a candidate.

Agreus' Expertise in cultural fit

Agreus believes assessing culture fit is an essential part of Family Office recruitment. We support our clients within the recruitment stage with a consultative, tailored process for long term cultural fit hires. We have created a structured approach to hiring and help our clients in identifying the best candidates. We take time to understand the culture of the Family Office, the existing team members, and deduce what would be a perfect fit for that particular client.

You can access our ‘The Complete Guide to Cultural Fit’ here for more information about cultural fit hires.

For a more tailored conversation about recruitment for your Family Office, please do not hesitate to get in touch.