Work is not a family.

Rant incoming: Stop telling people your workplace is a family.
I know, I know—it’s meant to be a warm and fuzzy phrase, a cultural shorthand for togetherness and team spirit. And for some, it may even come from a good place. But here's my very direct take: using “we’re like a family” to describe your workplace is a red flag.

I say this as someone who loves her actual family and is incredibly grateful for the colleagues and mentors who’ve become lifelong friends (and yes, even chosen family). But work? Work is work. And conflating your organization with a family dynamic can create serious issues for your culture, performance, and people strategy.

Why “We’re a Family” Misses the Mark
1. Workplaces are performance-based. Families aren’t.
You don’t get kicked out of a family for missing Q2 targets. But at work, accountability matters. Using the “family” metaphor can make tough feedback or fair consequences feel personal instead of professional.
2. Not everyone has a happy family story.
For some, family means support. For others, it means dysfunction or unresolved trauma. Why center your culture around something so variable?
3. It blurs boundaries.
When companies use “we’re family” to encourage long hours, guilt-based loyalty, or unquestioning sacrifice, it erodes employee trust. High-trust, high-performance cultures depend on clear expectations, not implied emotional contracts.

What To Say Instead
If you want to describe your culture with warmth and professionalism, try something like:
“We are a high-trust organization.”
“We collaborate with respect.”
“We support one another—personally and professionally.”
“We grow together.”
These phrases foster connection without confusing emotional closeness with workplace structure.

A Better People Strategy Starts with Language
The language you use to describe your organization sets the tone. It signals what's expected, what's tolerated, and what your values actually are.
So the next time someone tells you their company is “like a family,” take a beat. Ask what that really means. And consider whether that narrative is helping or hurting the culture you’re trying to build.

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Follow Rachel on LinkedIn for more no-fluff insights on people strategy and organizational culture. Or get in touch if your organization is ready to move beyond platitudes and build a workplace that works.