Hiring to Build Teams, Not Families
- Lauren Fernandez
- Sep 5
- 2 min read
A common phrase tossed around in the corporate world is “we are a family.” While the sentiment may be well-intentioned, the reality is that companies are not like families—they are more like sports teams.
Family vs. Team
Families are emotionally driven. You don’t get to choose your family members; you’re born into a hierarchy of parents, siblings, and relatives. Families emphasize unconditional belonging and often prioritize keeping the peace.
Teams, on the other hand, are goal-focused. You are brought in to do a specific job, roles shift based on skills, and if you’re not contributing to the team’s success—you’re out.
Where the Phrase Went Wrong
When “we’re like a family” first started appearing in the workplace, it was meant to be positive—a way to signal loyalty, belonging, and care for employees. But loyalty and belonging are not exclusive to families. Teams also thrive on these qualities, arguably even more so, because nothing unites people like a shared mission.
The difference lies in accountability. In families, belonging is unconditional. If one member isn’t pulling their weight, others often compensate. In teams, accountability ensures every member contributes their skills toward the common goal.
The Role of the Leader
The job of a leader—or coach—isn’t to be the smartest person in the room. It’s to find the smartest people, bring them together, and give them the tools to become a high-functioning, winning team.
As legendary basketball coach Mike Krzyzewski once said:“I get a group of people who are talented to commit to excellence and to work together as one. That’s where it starts. Different talents, same commitment.”
Companies operate the same way. They are groups of talented individuals, each with a specific role, working together to accomplish a goal and outperform the competition.
Hiring with the Team in Mind
Whether you’re filling a new role or replacing someone, take time to study your current team.
What are their strengths and weaknesses?
What technical and soft skills does the new hire need?
How will this person elevate the group?
This clarity moves you past generic interview questions and instead helps you determine whether a candidate truly strengthens the team.
For deeper insights into leadership and team-building, two excellent reads are:
The 21 Irrefutable Laws of Leadership by John C. Maxwell
Leading with the Heart by Donald T. Phillips and Mike Krzyzewski
The Bottom Line
Building companies around the idea of “family” can blur boundaries, reduce accountability, and foster misplaced loyalty. Building companies around the principles of teams creates a culture of shared responsibility, performance, and growth.
At the end of the day, successful organizations aren’t families—they’re teams. And the best leaders are coaches who know how to bring people together, inspire commitment, and position their players to succeed.
Lauren Fernandez
CoFounder & National Director of Recruitment; Palm Coast Staffing
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