We’re All Family - But I’m the SEVENTH Cousin Removed: The Truth Behind Company Culture

Walk into any trendy office space or browse a company’s careers page, and you’re likely to see bold phrases like, “Work Hard, Play Hard” or “We’re a Family.” Walls are adorned with sleek posters declaring values like Integrity, Innovation, and Collaboration. These slogans might look inspiring, but what do they really mean?  

For many employees, these words can feel like empty promises. A company that boasts about being "innovative" but penalizes employees for taking calculated risks or claims to "value family" but offers no work-life balance, creates a disconnect between their advertised culture and reality.  

And when employees leave, that disconnect might be at the heart of their decision.  

Culture Is What You Do, Not What You Say  

The true measure of company culture isn’t found in a tagline—it’s in the lived experiences of employees. It’s the way teams interact, how leadership handles challenges, and the policies that either support or undermine the workforce.  

If employees are walking out the door, it’s not because they didn’t like the mural with the company’s values. It’s because those values weren’t reflected in their daily work lives.  

What Does This Look Like in Practice?  

Consider these scenarios:  

• A company preaches “Transparency,” but employees find out about layoffs through rumors.  

• The phrase “Employee First” is displayed in breakrooms, yet managers routinely dismiss concerns about workloads or career growth.  

• “Diversity and Inclusion” initiatives are celebrated on social media, but the leadership team doesn’t reflect that commitment.  

When actions don’t align with words, employees notice—and they leave.  

Understanding Why Employees Leave  

If your organization is experiencing high turnover, understanding why employees are leaving should be a priority. Exit interviews are a great starting point but shouldn’t be the only tool. Why? Because many employees won’t share their real reasons for leaving if they feel their feedback won’t be acted upon.  

Go Deeper with These Strategies:  

1. Conduct Stay Interviews  

Don’t wait until employees are leaving, ask current employees what keeps them around and what could drive them to leave.  

2. Use Anonymous Surveys  

Anonymity encourages honesty. Ask about job satisfaction, leadership effectiveness, work-life balance, and whether employees feel aligned with the company’s values.  

3. Look for Patterns in Exit Data  

Analyze turnover trends. Are employees leaving specific departments, roles, or under certain managers? Patterns can reveal systemic issues in your culture.  

4. Benchmark Against Competitors  

Sometimes employees leave not because the company is doing poorly, but because competitors are doing better. Understanding how your compensation, benefits, and culture compare can help you stay competitive.  

5. Act on Feedback  

The most critical step is to act on what you learn. If employees are leaving due to burnout, reassess workloads. If they’re citing a lack of growth opportunities, invest in training and promotions. Empty gestures are just as harmful as empty slogans.  

Building an Authentic Culture  

So, how can companies move beyond slogans and create a culture that truly resonates?  

1. Start with Leadership  

Culture trickles down. Leaders must model the values they promote. If collaboration is a core value, leaders should actively collaborate across departments and recognize others who do the same.  

2. Align Policies with Values  

Every company’s decision-big or small—should align with the stated culture. If you value “work-life balance,” ensure workloads reflect that. If “inclusivity” is a core value, invest in mentorship programs and diverse hiring practices.  

3. Measure and Adapt  

Culture isn’t static. Regularly assess whether your actions are living up to your ideals. Use metrics like employee engagement scores, turnover rates, and peer recognition to gauge progress.  

4. Celebrate Wins and Learn from Losses  

It’s okay to acknowledge when employees leave—especially if it highlights areas for improvement. Celebrating small wins and openly discussing challenges reinforces a growth mindset.  

The Bottom Line  

Great company culture doesn’t come from a glossy brochure or a mural in the breakroom. It’s built through consistent action, genuine care for employees, and an environment where people feel valued, heard, and supported.  

If employees are leaving, it’s a clear sign that your culture needs work. Listen to their feedback, act on it, and ensure your culture is something employees experience daily—not just something they read on the wall.  

Because in the end, it’s not what you say about your culture that matters—it’s what your employees say when they’re deciding whether to stay or go. At the end of the day, your culture is all about how your employees feel on Sunday night!