Guest article written by Taylor Wallace

One of the most common things I hear when talking to companies about their culture is, “our culture is like a family” OR “I want our culture to feel like a family.” Clients often cite examples of supporting sick coworkers and open communication, but are there deeper elements of a healthy family structure to consider?

I decided to look at what really makes a successful family and apply those same principles to building a better company based on research from leading psychologists in the fields of marital stability, divorce prediction, and couples therapy.

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Amazon is arguably the picture of ultimate success in the world of business. However, its cut-throat internal business practices – including long hours, decreased time spent with family, and a lack of adequate vacation time – have led to high burnout and attrition rates within the company.

Although cut-throat organizations like this may seem to always succeed, there are numerous hidden costs of such a culture, including health care expenditures and employee disengagement.

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