The 8 mistakes that kill your company culture

Saying “we are a family” is the perfect excuse to evade professional responsibility.

When I analyze a company, the first thing I ask is how many people have left and how many have been transferred in the last six months. The next thing I do is randomly interview people to understand the relationships of dominance within the organization and then compare them with the organizational chart.

Internal conflicts are often revealed due to power struggles, mistreatment and abuse of employees, as well as ethical deviations and breaches of trust that are unknown or ignored by senior management.

The contradictory aspect is that owners or senior managers often want a fair company with a work environment and climate conducive to people's development; however, the reality is often very different.

Culture doesn't die from major crises, but from small, toxic habits: silent meetings, decisions made behind closed doors, and overburdening the same old people.

📊 88% of employees believe that a strong culture determines business success (Built In, 2024).

📚 Harvard Business Review warns that companies with coherent cultures outperform their peers by up to 30% in total shareholder return.

✅ 4 ACTIONS TO VACCINATE YOUR CULTURE

• Set clear boundaries, even if we're "close"; it builds real trust.
• Measure your workload every quarter; protect your top performers.
• Open key decisions with forums and minutes; promote transparency.
• Establish an “awkward minute” at the beginning of every meeting; break the silence.

🤔 Which one will you apply first?
A) Clear limits
B) Load balancing
C) Open decisions
D) Awkward minute

The issue is where these 8 points begin and when I tell them to the Directors they throw tantrums and pouts. Thank you for reading me. If you want to delve deeper into this topic, I invite you to my retreat. leaders' summit.

Dr Roch

Related Articles