Building Your Own Culture - The Journey from Employee to Founder

Joining a new workplace is often like opening a blind box: you never quite know what you're getting into until it's too late. For many, the allure of a "better" workplace culture is a common motivator when switching jobs. But more often than not, the reality falls short of expectations. The freedom to truly shape and define a work culture comes not from being an employee, no matter the level, but from creating something of your own - a business where your values can take root and flourish.

This blog explores the challenges and rewards of building your own workplace culture, how it contrasts with the limitations of being an employee, and why understanding organizational dynamics can bring peace even as the complexities grow.

The Blind Box of Workplace Culture

When you join a company, no matter how much research you’ve done or how many glowing reviews you've heard, the internal culture is always an unknown variable. What seemed ideal during interviews can quickly reveal flaws - office politics, toxic dynamics, or decisions that contradict stated values.

Employees, especially those at entry-level or mid-tier positions, often lack the power to change the environment around them. Even if you manage to influence some aspects of your immediate team, the larger culture is a product of countless decisions made by leaders above you.

Key Insight: While leaving for another job might offer a fresh start, it’s essentially swapping one blind box for another. The only way to have complete ownership of workplace culture is to create it yourself.

Building Your Own Culture: The Founder’s Advantage

Starting your own business gives you the unparalleled opportunity to build a culture that aligns with your values and vision. You’re not just an observer or participant - you’re the architect. This power allows you to:

1. Set the Tone from Day One: As a founder, you define the principles that guide the organization. Transparency, respect, innovation - whatever matters to you becomes the foundation.

2. Adapt Culture as You Grow: Unlike established companies with rigid traditions, a startup's culture is malleable. You can refine it as you learn more about leadership and the needs of your team.

3. Create a Legacy: A founder’s influence often remains embedded in the company’s DNA long after the early days. Think of businesses like Patagonia, where the founder’s values have become synonymous with the brand.

The Inevitable Drift: When Growth Challenges Values

Even as a founder, maintaining your original vision becomes harder as your company grows. Decisions must be made for scalability, profitability, and market demands - all of which can test your principles.

For example, you might need to compromise on hiring choices to meet deadlines or introduce policies that frustrate employees but are essential for operational efficiency. These moments can be difficult to reconcile, but they’re a natural part of the journey.

Reflection: Understanding this drift doesn’t mean accepting defeat. Instead, it highlights the importance of staying engaged and course-correcting when necessary. As a founder, you retain the power to recalibrate your company’s culture, something an employee can rarely do.

Empathy Through Experience: A New Perspective on Leadership

The transition from employee to founder often brings a deeper understanding of leadership challenges. When you’ve been in the driver’s seat, making tough decisions that impact others, you gain empathy for the leaders you once worked under.

For example:

• That unpopular policy you resented as an employee might now seem like a necessary trade-off to keep the business afloat.
• The lack of immediate change in your old workplace might stem from navigating a web of competing priorities rather than negligence.

This perspective doesn’t erase frustrations but can help you find peace with past experiences.

The Two-Way Transformation

Building your own business not only allows you to influence culture but also transforms how you view your role in larger organizations. You might even find yourself returning to a corporate environment with a renewed understanding of how to lead and influence change effectively.

Practical Tip: If you're starting your own business, document your cultural values early and revisit them regularly. These principles will serve as your compass during challenging times.

Conclusion: Shaping Culture, Shaping Yourself

Joining a new workplace is always a gamble. You might find an ideal culture - or you might not. But as a founder, you hold the power to build something that reflects your values and aspirations.

The journey isn’t without challenges. Your original vision might drift, compromises will be made, and tough decisions will test your resolve. But unlike as an employee, you’ll always have the ability to recalibrate and shape the culture you want to see.

Ultimately, the act of building your own culture isn’t just about shaping a business. It’s about shaping yourself - your empathy, resilience, and understanding of what it truly means to lead.