The good intentions behind the work family

It’s easy to be inspired by the concept of a work family. People with good relationships tend to work well together, which leads to increased productivity and better results. From this perspective, a family-like dynamic may seem like just what a struggling workplace needs.

Additionally, employee relationships can be complex, often growing into friendships or sources of emotional support. And with the average professional spending a third of their life at work, it’s natural to assume these connections might come to resemble another prominent group—their family.

Certain parts of the family dynamic may be valuable in a working environment, including empathy and respect. But when put into practice, work families tend to cause more harm than good.

Reasons to avoid calling your employees “family”

Unfortunately, blending work and family rarely has the intended effect. In fact, the term “work family” can have negative consequences that harm your workplace culture rather than help it. Here’s why it’s best to avoid calling your employees “family.”

Creates an exaggerated sense of loyalty

A loyal employee is invested not only in their own success but in the overall success of the company. Building employee loyalty can help your team feel valued and increase job satisfaction overall. Plus, loyal employees are less likely to search for new positions, which can reduce turnover.

Employers often assume that creating a work family will strengthen employee loyalty. But the reality is that modern employees don’t expect their jobs to be permanent.

In 2022, the Bureau of Labor Statistics reported that a typical employee stays with a job for just four years. With a workforce that doesn’t intend to stay in the same position for even half a decade, too much emphasis on employee loyalty can seem disingenuous.

Treating employees as a family inaccurately reflects the inherent sense of loyalty today’s professionals have for their jobs. To reduce turnover, improving communication and creating a healthy working environment are more effective strategies.

Leaves employees more vulnerable to exploitation

Relying on each other is a key element of the traditional family dynamic. When a member of your family needs help, you don’t have to think twice about volunteering. But expecting the same behavior from your employees could leave them vulnerable to exploitation.

It’s natural to expect members of any team to support each other in times of need. However, this could lead to an unhealthy system where a few employees take on an unreasonable amount of work in the name of “family.” Over time, this may cause burnout, job dissatisfaction or interpersonal conflict.

Avoiding a family dynamic helps prevent employees from feeling taken advantage of. Holding all team members responsible for doing their part can also encourage them to develop greater self-initiative.

Blurs the line between personal and professional life

A healthy work-life balance can increase productivity, job retention and overall satisfaction in the workplace. Unfortunately, blending work and family can blur the line between personal and professional life.

Family dynamics often make workplace relationships more complex and intimate. This can create difficulties when it comes to leaving work behind at the end of the day. Without clear boundaries, employees risk becoming burned out by the constant stream of work-related information. Too much burnout can reduce productivity and increase disengagement at work.

Introduces biases and harmful gender roles

Not everyone defines “family” in the idealistic sense. Too much emphasis on familial roles may cause some employees to approach others with biased expectations.

Outdated gender roles can be particularly harmful in this case. Because the traditional family dynamic is patriarchal, work families could threaten the progress of workplace gender equality.

If left unchecked, a work family could result in unfair distribution of tasks as some employees are expected to do more to support their “family members.” Additionally, not everyone shares the same perspective regarding authority in family dynamics, which could introduce biases or false expectations for those in leadership positions.

Builds tolerance for toxic behavior

In a family, accepting others despite their flaws is expected. Unfortunately, in some cases this might mean tolerating behavior you wouldn’t accept from the people you work with.

Bringing a family dynamic to the workplace may give employees a reason to think that problematic behavior will be condoned. When this happens, it may cause concerns to go unreported, which could potentially foster tension and hostility. Over time this can lower job satisfaction and may increase employee turnover.

Creating a healthy workplace dynamic

While the work family isn’t the performance-boosting dynamic it once appeared to be, there are some healthier alternatives you can use instead. Here are some tips for strengthening relationships and building a positive professional environment, without the potential extra baggage.

Try the team approach

Treating your employees as a team rather than as a family can prevent some of the negative effects explained above. It helps build a sense of loyalty by showing employees that their role is part of something bigger than themselves.

Unlike families, teams don’t have a built-in hierarchy that gives some members greater power over others. Instead, they promote equality while encouraging employees to share ideas and solutions.

Emphasize purpose

Part of the trouble with work families is that they turn loyalty into an obligation. In a professional world where job-hopping is common practice, this often isn’t enough to keep employees engaged with their work.

A shift in focus can help connect employees to the work they do. As an employer, emphasizing the purpose behind each position can help employees recognize the value of their profession and is a more effective way of building a more dedicated team.

Set work-life boundaries

Maintaining a good work-life balance is key to boosting productivity and job satisfaction. When an employee returns home after work, their energy should be spent on personal matters. This gives them a chance to recharge before heading back to the office the next day.

Blending work and family can upset this balance, blurring the line between personal and professional life. When this happens, it’s hard for employees to mentally distance themselves from work. Over time, this can lead to burnout, workplace anxiety or decreased performance.

With a team-centered approach, employees are encouraged to build interpersonal relationships and establish a professional purpose. Unlike in so-called work families, these connections aren’t meant to imitate the closest ones in a person’s life. With work and personal life separated, employees are free to give their full attention to each one when the time is right.

Accept the nature of professional relationships

Most professionals won’t work with the same group for their entire careers. Coming to terms with the fluid nature of professional relationships can help you develop more effective ways to enhance team engagement and build an organic sense of loyalty that lasts.