In Part 1, we tackled a topic that people seem divided on: Do you (or should you) think of your company as a family? To address the pros and cons of this way of thinking, we first defined what we mean by work, talked about the conditions that accompany a work-family vs. a traditional family, and discussed why it’s important to be thoughtful with the benefits you provide in your organization. This week in Part 2, we talk about how many of us experience the feeling of having a family at work, what responsibility people at work have to each other and the company, and how to still have fun while keeping it professional.
Hallie also wrote an article on this topic on our Founder and Force Multiplier blog that you should check out.
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Timestamps:
[1:35] Where the family concept works well is that there is a shared mission and shared goal for the organization. However, while you are building out that goal, you are going to treat the people you work with differently than family. The conversations and tone are different, and there is still a hierarchy.
[4:13] Having radical conversations is modeling the behavior, asking for feedback, and providing avenues where employees can give that feedback.
[5:22] Hallie discusses how she would respond as the CEO of a company if someone came to her and shared a personal issue — their recent divorce.
[10:01] People are looking for more of a supportive culture that resembles the idea of a family, while they can still work hard, get compensated, and enjoy what they’re doing.
[11:53] Hallie shares why she never has thought of this company as a family, and why no one should refer to someone as their work wife, work husband, or work spouse!
[15:07] Why can calling work a family hurt the employee?
[17:56] One difference in mindset between work and family: As an employer, are you obligated to invest in your team members? And if so, to what extent, knowing they may leave after a few years?
