Building a Healthy Company Environment from Day One

People often wonder, "When do we start thinking about our company's culture?" This shows a common misunderstanding: that culture only comes into play when you decide to build it. That's not the case.

Culture starts forming as soon as two or more people work together. It's like background music—you might not always be aware of it, but it's always there, setting the tone. If you don't choose the music for your company, it will choose itself, and you might not like what you hear.

Here's a simpler way to think about it.

Your company is like a sports team. How the team plays, how it reacts, how it communicates—that's its culture, its identity.

So, what kind of team do you want? A team that's not afraid to show emotions, like a basketball team that screams and cheers with every basket? Or a team that keeps calm, like chess players focusing on their moves, even under pressure?

Then, how about disagreements? Is your team more like a debate club, where everyone argues with passion but respect to find the best solutions? Or is it more like an orchestra, where everyone follows the conductor's lead to keep in tune?

And decision-making—who's allowed to say when something's wrong? In a soccer game, anyone from the star striker to the goalkeeper can shout out if they see the ball heading for their goal. In a company, this would mean anyone can speak up if they think something's not right, no matter their role.

Family business?

You might've heard bosses say, "We're not just a team, we're a family." Sounds good, right? But remember, not all families are healthy. Declaring your company a 'family' doesn't automatically make it a good one. You need to decide what kind of 'family' you want to be.

Families come in all types, with different dynamics. Some are supportive, giving everyone room to grow and learn. Others can be controlling or codependent, with people relying on each other too much, stopping individual growth. If you're not careful, your 'family' company culture could end up the same way.

So, don't just say, "We're a family." Be more specific. Maybe you want a family that encourages independence—like parents teaching kids to do things on their own. In a company, this means leaders would guide and mentor, but at the end of the day, employees are responsible for their work. This can create a workforce that's more engaged and motivated.

Or maybe you want a family that's all about helping each other out—like siblings helping each other with homework. In this type of company, teamwork is the name of the game. Everyone helps out when a colleague is struggling, creating a culture of camaraderie and mutual support.

But watch out for the traps of an unhealthy family dynamic. Be aware of situations where people can't make decisions or progress on their own because they're too dependent on others or on management. Also, avoid a culture where 'family loyalty' is an excuse for poor performance or bad behavior. A healthy company 'family' should encourage accountability, growth, and respect—just like a good, real-life family.

The 'family' culture you create will shape how your company works and grows. It's a task that needs thought, clear communication, and constant care to ensure it builds a positive, productive environment.

Shaping your company’s culture is an ongoing process. It starts the moment your company is born and continues every single day. Whether it's a 'sports team' or a 'family', the culture you choose to build should foster positivity, growth, respect, and accountability. Be clear about the kind of culture you want and take the necessary steps to nurture it. Remember, if you don't actively create your company's culture, it'll create itself—and it might not be what you want. So start today, and build a culture that will guide your company to success.

About Rhiannon

Rhiannon Woo is a highly experienced Quality Management professional known for her expertise in building quality-focused cultures and high-performing teams. With a deep understanding of the ag-tech, CPG, and cannabis consumables industries, Rhiannon has worked with numerous startups across the United States, providing leadership training and guidance to develop cultures of operational excellence. Her ability to clearly define and communicate expectations has helped entrepreneurs foster quality-driven mindsets within their organizations. Rhiannon's coaching services empower founders to develop clarity and confidence as they scale their businesses or seek funding, teaching them techniques to document and standardize practices while collecting meaningful data for continuous improvement.