Family culture has received significant backlash in the business world, and it’s been holding HR professionals back.
People may say that family culture in the workplace is toxic, that it masks unhealthy dynamics, or that it can even lead to employee exploitation. But when done right, companies that build a strong family culture have proven to foster increased employee effort, client satisfaction, and long-term organizational growth.
It may just be what HR leaders need to solve today’s retention and engagement challenges.
Maximizing Employee Engagement and Effort
The “family” approach to business lends itself to more intimate engagement among all associates of a company. By embracing every employee as a valued shareholder, HR professionals create a stronger, more cohesive unit.
What does this look like for businesses navigating employee engagement? Let’s think about employee-owned programs as a prime example. By putting the business in your employees’ hands (and supporting them like you would family), you increase passion and care at every level of the organization.
In highly acquisitive industries, the value of family culture holds even more true. New team members are constantly joining the company, which can cause uncertainty about where one fits in the new structure. However, family culture creates an immediate sense of belonging. Additionally, dedicated integration teams make the process of welcoming new team members a smoother and more supportive experience.
At the end of the day, employees are more likely to connect with a company if they feel seen and heard. Organizations and HR professionals can measure the state of their workplace culture through internal surveys, and it may just unearth a lack of connection within your company. If so, developing a family culture could be the answer to improving your employees’ engagement and daily effort output.
Believing in Employee Potential
Sustainable growth comes from nurturing employee potential. You know that your people are your greatest asset, but now it’s time to put that principle into action. Believe in them and provide the necessary tools for them to succeed — it will pay off.
Building loyalty and trust between the employer and the employee does not happen with the snap of a finger. Rather, HR professionals know that workplace culture is built over time. Family culture is key in building that trust, and it must be navigated with authenticity, intentionality, and mutual respect. That means clear expectation setting, growth opportunities and learning opportunities along the way – just like strong families embody.
I’ve heard from fellow HR leaders that they’re cautious about the blurred lines between work and personal life. What I tell them is that a true family culture doesn’t mean overstepping professional boundaries or expecting unconditional loyalty. It means cultivating a community where everyone belongs and shares accountability to work towards mutual success.
How Family Culture Improves Your Bottom Line
HR professionals who invest time and effort into developing a strong family culture have a direct impact on a company’s bottom line. By increasing employee dedication, you also increase overall productivity and client satisfaction.
The “family” approach implies care, and humans naturally protect the things they care about. If you show genuine care for associates, they are more likely to show genuine care for your company.
In my business of fire and life safety, the core of our daily operations is built around protecting others. This commitment translates directly to our employees, and in hand, leads to improved client outcomes and satisfaction. The result is that people at every level of the organization proactively look out for each other’s collective interests, much like a family. It’s the key to fast business growth and reduced turnover.
Not only that, but this strategy builds organizational resilience for long-term growth through strong internal relationships and employee loyalty. We know that retention is a major pain point for HR professionals. Businesses are struggling to keep the talent they’ve recruited, and it’s largely due to employees not feeling the necessary connection with their companies. Treating your employees like family allows you to develop deep relationships, making the type of connections that keep talented professionals at your company.
Practical Steps for Implementation
Interested in developing a family culture but don’t know where to start? Consider the following steps:
- Analyze your current culture and communication style
- Create channels for safe, transparent feedback
- Invest in personal and professional development
- Empower your employees’ voices
- Take the time to develop a strong onboarding process
What It All Means
Building a family culture isn’t the toxic, harmful endeavor that it’s made out to be. Instead, it may just be the approach you’ve been needing to take your business to the next level.
Start by assessing where your company culture stands today. Listen to your team members’ needs. Identify every opportunity to create stronger connections. Put your best foot forward every day to show genuine care for your employees. Building an effective family culture doesn’t happen overnight, but as HR leaders, we are uniquely positioned to make it a reality.
Rebecca True is the Chief Human Resources Officer at Pye-Barker Fire & Safety, the U.S. leader in fully integrated life safety systems and a certified Great Place to Work. Pye-Barker Fire & Safety is ranked on Inc. 5000, and its high-growth trajectory is driven by its family culture. Rebecca has been working in human resources and talent management for over 15 years and is based in Fort Lauderdale, Florida.