Airbnb CEO Brian Chesky advises you never to think of your workplace as a family, no matter how strong your bonds are with coworkers.
Chesky shared this insight from personal experience during an interview on Wharton psychologist Adam Grant's ReThinking podcast in May. During the peak of the COVID-19 pandemic in 2020, Chesky wrote a message to employees, informing them about impending layoffs and how he had a profound affection for each one of them.
The notion of workplace families was widely embraced by tech companies even before COVID-19, with perks such as free food, dry cleaning, and on-site gyms incentivizing employees to spend more time in the office than their families.
"Your Company Is Not A Family"
However, Chesky stated that he would articulate his gratitude differently today. While considering the workplace as a family can serve as a motivational tool, it can also hinder bosses and employees in fulfilling their job responsibilities.
Chesky wrote the letter reasonably quickly, without much time for deliberation. He expressed his emotions at the time, acknowledging that although he felt a deep connection with his employees, he understood that a company is not a family and realized to make that a pivot. Chesky noted that they previously referred to themselves as a family. However, when they had to fire people or when individuals chose to depart from the company, it became evident that terminating individuals felt contrary to the familial concept they once embraced, remarking, "You don't fire members of your family."
Treat Your Workplace as A Professional Sports Team
If viewing the workplace as a family is discouraged, how should it be perceived? Netflix CEO and co-founder Reed Hastings offers a straightforward solution: treat it like a professional sports team.
Hastings suggested organizing around the concept that everyone must compete for their position annually, similar to professional sports. He conveyed this idea during an interview with Stanford University's "View From The Top" series in February, emphasizing that winning, such as in the pursuit of the Stanley Cup, depends on assembling an exceptional team of hockey players who have been together.
From a leadership perspective, the family-oriented approach can pose challenges when disciplining individuals, enforcing regulations, or implementing layoffs. In a family, you support and stand by your relatives through thick and thin, regardless of their actions or circumstances, as described by Hastings.
According to leadership development coach Joshua A. Luna, using family in the workplace can create scenarios where bosses might exploit employees. Luna argued in a 2021 Harvard Business Review article that the stronger the emotional bond individuals feel towards their organization, the more likely managers are to request frequent above-and-beyond efforts, similar to the expectations placed on siblings, which could get them fired or fall out of favor if they fail to do so.
Hastings' approach is more innovative because the professional sports metaphor fosters a sense of belonging in the workplace while emphasizing the importance of performance and productivity. As per Luna, a positive and healthy workplace culture acknowledges the transactional nature of the employer-employee relationship.
