The first few months of any job can be disorienting and uncomfortable. You have to learn the names and roles of new colleagues, and you’ll likely have a bit of a learning curve as you adjust to your own new role and team. But if you feel a consistent mismatch between your values or work style and that of your organization after working there for a while, it might signal a less-than-ideal culture fit. If that’s the case, here’s how to proceed.

Identify the specific aspects of your organization’s culture that don’t align with your values and work style. Think about the elements of your organization’s culture—both the mundane, day-to-day operations and the strategic practices and processes—with which you feel at odds. For example, perhaps you work best in a dynamic and collaborative environment, but staff at your organization tend to work individually, with minimal collaboration across teams. Or you may prefer a structured schedule in which your work hours are clearly delineated from your time off, while your organization encourages employees to work a flexible schedule and to check in during off hours.

Having a clear idea of the contrast between the culture you’d like to work in and the one that exists at your current employer will help you move forward.

Schedule a check-in conversation with your boss. Your supervisor can’t help you if they don’t know you’re struggling—and they likely have helpful context that you lack about how the organization operates.

Start this conversation by asking for feedback on your performance so far. This will give your supervisor the opportunity to address any issues they see with culture fit. If your supervisor hasn’t noticed any problems, outline your concerns. Ask detailed questions about how certain processes work, for example, and about any context you may be missing that would help you understand and adjust to the organization’s culture.

This initial conversation should conclude with a plan for improving your cultural alignment, and ideally you’ll continue to check in with your supervisor over the following weeks.

Devise an exit strategy. If you still feel out of sync after checking in with your supervisor and taking steps to improve your alignment with the culture, it’s time to make an exit plan. Generally, it’s preferable to stay with a job for at least a year, as quicker exits can be red flags for future employers. But if the cultural mismatch is severe, don’t feel compelled to stay.

Think back to the culture elements that help you do your best work, and start seeking out organizations whose cultures align with your values and work style. Make sure you ask culture-related questions in your interviews that will help you uncover whether the elements that are important to you are present with the potential new employer.

You can get major clues about the culture by asking your interviewer, “What makes you proud to work at this organization? And what is the one thing you would change about the organization if you could?” To find out how flexible or structured an employer is, ask what kinds of working arrangements different employees have. Be sure to observe the potential new office environment closely so that you avoid falling into the same situation at a new organization.

When the time comes, make sure you leave your current employer as gracefully as possible. Keep in mind that every organization wants its staff to embody its values and its culture—so when you identify a less-than-ideal fit and take appropriate action, you’re looking out for yourself and the organization.