“They’re Just Not a Culture Fit”... Or Are They Just Making You Uncomfortable?

We need to talk about one of the most misused phrases in veterinary leadership: “They’re just not a culture fit.”

It sounds harmless. Professional, even. And as someone passionate about culture, it feels right that we take that sort of statement seriously.

But often, it’s a smokescreen.

Behind those five words, you’ll often find what we’re really saying is:

“They don’t blend in easily.”

“They ask too many questions.”

“They don’t communicate like the rest of us.”

“I just find them hard work.”

And look, sometimes, yes, someone genuinely doesn’t align with your clinic’s values or how you operate. (My opinion on having a clear, consistent, and agreed culture is the topic for a whole different blog).

But a lot of the time, what we’re actually reacting to is discomfort, not dysfunction.

Let’s break that down with two common examples:

1. Neurodivergent staff who don’t mask.

A nurse who’s brilliant clinically, kind to patients, and rock-solid under pressure…

but doesn’t chit-chat in the tearoom.

Or struggles with eye contact.

Or answers questions bluntly and directly, without the usual softeners.

Suddenly they’re “rude.” “A bit off.” “Not really fitting in.”

But is that poor culture fit, or is that your team’s discomfort with someone who isn't feeling pressured to mask their full selves at work?

If your culture can’t accommodate someone who works well but communicates differently, is it actually strong?

Or is it just homogenous?

2. The person who challenges how things are done.

They question decisions in team meetings.

They push back when policies don’t make sense.

They openly ask, “Why are we doing it this way?” and aren’t afraid of disagreement.

It’s not always pretty. It’s not always perfectly packaged.

But it’s often valuable.

Yet instead of being heard, they’re labelled “unprofessional,” “difficult,” or “disruptive.”

Ask me how I know.

I’ve been on the receiving end of that label; not because I was 'difficult' but because I refused to pretend everything was fine when it wasn’t. Because I genuinely actually wanted things to be better.

Challenging the status quo is uncomfortable. But it’s not the same as being inappropriate.

Strong leadership can hold space for challenge, and can tell the difference.

Before you label someone as “not a culture fit,” ask:

Are they clashing with your values or your comfort zone?

Are they undermining others or just showing up differently?

Is their feedback destructive or just inconvenient?

Are they truly toxic or just unwilling to people-please?

Because if your culture only works for people who are easy, agreeable, and socially smooth, it’s not culture.

It’s just comfort.

And comfort doesn’t build great teams.