The Doggone Truth About Culture: Building a Winning Workplace

Company culture isn’t just a buzzword. It’s the foundation of a business that thrives.?

As a founder, I’ve spent years working to get it right. And, after all the leadership books and TED Talks, I’ve realized some of the best lessons come from a surprising place: your dog.

Dogs are masters of loyalty, trust, and energy. They don’t overthink it. They just show up, and they deliver.?

Let’s break it down into actionable lessons you can use to build a culture your team won’t want to leave.

1. Bring the Energy

The second you walk in the door, your dog (most likely) acts like you’re a rockstar. That kind of energy is contagious. Imagine if your team brought even a fraction of that enthusiasm to your next meeting.

Do this:

• Start the day with a quick, upbeat team huddle.
• Celebrate small wins—success is built on momentum.
• Create a work environment people actually want to be in. (Hint: it’s not about bean bags; it’s about respect and clarity.)

2. Earn Loyalty: Lessons from Rescue Dogs

Here’s the thing about loyalty: you can’t demand it—you have to earn it.

Rescue dogs are the perfect teachers of this lesson. They’ve been abandoned, mistreated, or neglected. When they’re brought into a new home, they don’t trust right away. They’re cautious, skeptical, and waiting to see if this time will be different. Sound familiar?

Employees, especially those who’ve been through toxic workplaces or dealt with broken promises, show up with their own kind of skepticism. You won’t win their loyalty with empty platitudes or vague promises.?

They need proof, consistently delivered over time.

Here’s what rescue dogs teach us about building trust:

• Show Up Consistently: Rescue dogs don’t care about what you say—they care about what you do. If you feed them every day, walk them, and provide a safe space, they start to believe you’re not like the others. Employees are the same. Following through on promises, whether it’s delivering on a project or just sticking to a timeline, shows them they can count on you.
• Be Transparent: Rescue dogs watch everything. If you try to sneak up on them or act unpredictably, they’ll retreat. People, too, are wired to spot inconsistency. Share the good, the bad, and the ugly with your team. Being honest about challenges doesn’t make you weak—it builds trust. If you’re upfront, they’ll respect you more.
• Invest in Their Growth: A rescue dog thrives with training, love, and structure. They don’t just need to be safe; they need to learn and grow. Your employees want the same. Offer them the tools to develop their skills, whether that’s mentorship, education, or opportunities to take on bigger challenges. When they see you’re invested in their future, they’ll be invested in your company.
• Treat Them With Respect: You can’t rush a rescue dog into trusting you. Micromanaging or forcing them into uncomfortable situations only pushes them further away. Employees are no different. Respect their autonomy, give them space to succeed, and show them you trust them to do their job.

The loyalty of a rescue dog, once earned, is unshakable. They’ll stick with you through anything because you’ve proven you’re worth it. Your employees are no different. If you take the time to build trust the right way, they’ll reward you with loyalty, commitment, and results you can’t buy.

3. Keep It Clear

Dogs thrive on structure. They don’t need fluff; they need to know the rules and what’s expected. Your team’s no different.

Do this:

• Make sure roles and goals are crystal clear. Everyone should know where they fit in the big picture.
• Give real-time feedback. Don’t wait until the yearly review to fix what’s broken.
• Reward effort. Whether it’s a bonus, recognition, or just a simple “good job,” show you see their hard work.

4. Show Appreciation

A dog wags its tail when you acknowledge them. People? They want the same thing (minus the tail wag). Recognition matters, and it’s easy to do.

Do this:

• Write a personal thank-you note. Not an email. Not a Slack message. A real note.
• Celebrate milestones—birthdays, work anniversaries, or project completions.
• Build gratitude into your culture. It’s free, and it works.

5. Balance Work and Rest

Dogs know when to play and when to rest. People? Not so much. Burnout doesn’t create great teams—it breaks them.

Do this:

• Encourage real breaks. Five minutes scrolling on their phone doesn’t cut it.
• Plan team outings. Axe-throwing, bowling, or just a quick lunch—it builds camaraderie.
• Offer flexibility. Work gets done when people aren’t stretched thin.

The Bottom Line

Dogs teach us loyalty, trust, and how to show up. Your team is no different. Earn their respect, and they’ll stick with you through anything.

The next time you’re with your dog, think about how they earn your trust. Then ask yourself if you’re doing the same for your team.

What’s one thing your dog has taught you that you could bring to your workplace? Let me know in the comments!

Got another topic you’d love to hear about? Drop your suggestion here and help shape the next edition!

Stay focused,

Chuck