Everyone says they put people first. It’s a popular line on websites, in onboarding packs, and at team meetings. But when you dig deeper, many so-called people-first cultures fall apart under the weight of outdated systems, unclear expectations, and too much admin.
If you’re serious about building a culture where your team can thrive, it’s worth asking: are we really walking the walk—or just talking the talk?
Here are ten things most firms get wrong about a people-first culture—and how to get them right.
1. Confusing perks with culture
Perks are easy. Culture is intentional.
Free lunches, fun Fridays, and Spotify subs can be great—but they’re not a substitute for a strong foundation. If your systems are broken, workloads are unmanageable, or communication is unclear, no amount of kombucha will fix it.
Fix it: Start with the basics. Clear communication, reasonable workloads, and access to the right tools will always matter more than surface-level benefits.
2. Overloading people with admin
Saying you value your team while burying them in repetitive tasks sends the wrong message.
Fix it: Streamline and automate low-value work. Tools like SuiteFiles reduce admin by handling document management, digital signing, and email filing—giving your team more time for the work that matters.
3. Assuming remote teams can’t be connected
In-person doesn’t automatically mean people-first. Remote and hybrid teams can be just as engaged—if you build the right structures.
Fix it: Foster connection through regular check-ins, shared documentation, and systems that support async collaboration.
4. Ignoring documentation as a culture tool
When knowledge lives in people’s heads (or inboxes), it slows everyone down.
Fix it: Build a culture of documentation. Make it easy for people to access processes, files, and client details without needing to ask around.
5. Relying on heroes instead of systems
If your firm only runs smoothly because of a few key people holding everything together, you’ve got a resilience problem.
Fix it: Create scalable, repeatable systems. A people-first firm protects its people by removing the need to be constantly heroic.
6. Micromanaging instead of empowering
People-first cultures give autonomy—not just tasks. Micromanagement signals a lack of trust, and trust is the foundation of any strong team.
Fix it: Set clear expectations, then step back. Empower people to own outcomes, not just checkboxes.
7. Mistaking busyness for productivity
Long hours don’t mean good work. They often mean inefficient systems, poor delegation, or unprioritized workloads.
Fix it: Focus on outcomes. Create systems that reward working smarter, not longer.
8. Leaving onboarding to chance
Great onboarding isn’t just a checklist—it’s your first culture imprint. If it’s rushed, confusing, or inconsistent, new team members feel it immediately.
Fix it: Document workflows, templates, and processes in a centralized system so new hires hit the ground running—and feel supported from day one.
9. Letting team knowledge go untapped
Your team knows where the bottlenecks are. They know what’s working—and what’s not. But if you’re not asking (or listening), you’re missing key opportunities for improvement.
Fix it: Create space for feedback, reflection, and iteration. People-first isn’t static—it evolves with your team.
10. Saying yes to everything
Overcommitting leads to burnout. And burnt-out teams don’t feel supported, heard, or valued.
Fix it: Be intentional. Build in capacity, say no when it matters, and set boundaries that protect your people and your long-term success.
The Bottom Line: Culture is Built on Action, Not Slogans
Putting people first isn’t about being perfect—it’s about being real. It means removing unnecessary friction, designing workflows that work, and creating space for your team to thrive.
A people-first culture is the foundation of a sustainable, scalable firm—and it starts with what you do every day, not what’s written on the wall.
Ready to build a workplace your team actually wants to be part of? Start with the systems that support them.
