Want a healthy company culture? Start now, not later.
Written by HRuprise founder, Rebecca Weaver.
I had a conversation the other day with an HRuprise client who’s in a jam.
He’s the GM of a close-knit organization built on family connections, whose founder has been exhibiting some problematic behaviors.
It’s the GM’s job to hold the founder accountable - but in this intimate setting, it feels way more personal than this GM would like.
Sound familiar?
It does to me. I have many other clients in similar situations, trying to figure out how to bring accountability and professionalism to small and startup organizations.
These are scrappy companies from humble beginnings. Many began in the founder’s garage, or dorm room, or on their lunch breaks.
A lot of new companies start this way. Hell, I started HRuprise on my lunch breaks, before quitting corporate life to set up shop in my home office.
And even HRuprise has some key structural ingredients for toxicity: It’s close-knit, founded on passion, and has big aspirations.
Which means that as a founder, even a feminist one who’s committed to equity and inclusion, I face the possibility of compromised accountability as much as any dudebro venture.
The problem isn’t (just) the people: it’s the structure itself.
Visionary organizations have to run on passion for years before they turn a profit. This means there are all kinds of emotional and interpersonal compromises that get made in order to keep going.
When the company finally gets traction and begins to grow, many of these early “benign” issues morph into deep-rooted toxicities.
The solution? Create counterbalancing structures from the ground up, built into the very foundation of your organization.
Make antiracism a central focus in your earliest meetings. This especially goes for startups with all-white leadership. Even (especially) if it’s a family biz.
Examine your hiring and promotion practices, and read up on ways to combat implicit bias.
Don’t wait to get “big enough” or “successful enough” to start discussing things like anti-harassment policies or pay equity.
It doesn’t need to be overwhelming or comprehensive. Start small. You don’t have to be an expert in order to take steps in the right direction.
And it’s OK to make mistakes, as long as you learn from them. Every mistake is a chance to grow and get better.
What measures have you tried, or do you plan to try, to build accountability and equity into the foundation of your company culture?
ABOUT THE AUTHOR: REBECCA WEAVER
Rebecca Weaver is the Founder and CEO of HRuprise, a marketplace that connects people with HR coaches to help them grow, develop, and navigate their toughest workplace challenges. LEARN MORE
