The unintended consequences of bringing concepts of home to work
Have you ever heard your organisation referred to as a family? It may be through a job advertisement that refers to the “family culture.” Or it may be through the well-meaning message, “Welcome to the [company name] family!” I have even used these phrases, until reading this article by Dr Adam Grant.
Using the term “family” in relation to the organisation and culture is usually intended to convey a warm environment with strong relationships and a sense of belonging. A place where everyone knows your name and goes out of their way to help each other. Sounds like a place we would all like to work, right? Over time though, the mindset and culture this creates can have unintended side effects.
Think about it. Families, as wonderful as they are, can also be dysfunctional and draining. We sometimes find it harder to tell family the truth, we are bound to family for life, and family are often persistent with personal questions. Yes, we go above and beyond for our families but sometimes to our own detriment. Still sound like a place in which you would like to work? I imagine not so much.
I recommend reading this article to explore more about the hazards of viewing companies as family. The article also suggests things you can do and say instead. For example, use the word “team” or “community,” which still creates an environment of belonging, shared values and empathy but is also more balanced.
To summarise, the table below notes some key differences between a family and a team-based organisational culture.
Companies are not families but businesses that employ people and connect them through shared vision and purpose. When your business is a team, you retain the benefits of positive, professional relationships and engaged employees while minimising the potential hazards of turning business into family.
Photograph: Freepik.