What Animal Farm 🐖 Can Teach Us About Building an Inspiring Company Culture

If you know me, you know how much I love the book Animal Farm. My kids joke that I’ve only read about four books in my life—The Good Earth being another. (What can I say? I choose my reads wisely.)

Lately, I’ve been reflecting on company culture. Over the past six months, I’ve met with leaders across industries, and nearly every conversation has included the phrase, “We have a great culture.” It’s practically a corporate mantra. But let’s be honest—if great cultures were everywhere, bad ones wouldn’t exist.

Culture is a company’s heartbeat. It’s what keeps employees engaged, motivated, and connected to a shared purpose. And while some organizations are thriving, others are quietly grappling with disengagement. The good news? We have the power to rewrite the narrative—and that’s where Animal Farm comes in.

Cultural Fit: Lessons from the Barnyard

Let me start with a humbling personal story. Recently, I had dinner with a company where I thought I was making a stellar impression. Then, out of nowhere, came the words: “We don’t think you’re a good cultural fit.”

Ouch. Me? Not a fit? It was like hearing I wasn’t invited to the cool kids’ table.

Later, when I told my wife, she surprised me by saying, “I agree.” (Thanks, hon.) She explained, “You’re creative, charismatic, and a risk-taker. You’re not the predictable, play-it-safe type they probably wanted.” And you know what? She was right. Not every culture works for every person—and that’s okay. Sometimes, being a “misfit” just means you’re in the wrong barnyard.

This reminded me of Animal Farm. The pigs created a culture that rewarded loyalty over truth, conformity over individuality. It wasn’t a culture for everyone—and it certainly wasn’t built to inspire.

The Animal Farm Parallel: Leadership Shapes Culture

Animal Farm is a masterclass in how leadership defines culture. Initially, the animals rallied behind a shared vision of equality and purpose. But as the pigs rose to power, they began rewriting the rules—literally. The infamous line, “All animals are equal, but some animals are more equal than others,” became a bitter symbol of betrayal.

For modern organizations, the lesson is clear: leaders set the tone. Whether you’re running a partnership, an LLP, or a tech startup, culture starts at the top. When leaders prioritize personal agendas over collective goals, the illusion of a “great culture” crumbles faster than a Jenga tower at happy hour.

The Office Debate: Does Returning Solve Engagement?

Here’s the million-dollar question: Can returning to the office fix a struggling culture?

Some Gen Xers are perplexed by employees who resist coming back. To them, it’s like saying, “Why wouldn’t you want to spend an hour in traffic just to sit in a cubicle?”

But the truth is, employee engagement is at a critical low. According to Gallup’s State of the Global Workplace 2023 report, only 23% of employees globally are engaged at work. In the U.S., engagement has dropped to 32%, the lowest it’s been in nearly a decade.

Yet, every leader insists, “We have a great culture.” If that’s true, why are engagement levels plummeting? The answer lies in how we define culture.

Reimagining Culture: From Transactional to Transformational

Great cultures don’t just happen—they’re built with intention and care. The office of the past, where people clocked in to grind through tasks, is no longer enough. Today, the workplace must be a space for connection, collaboration, and shared experiences.

Think about this: What do you want your employees to say about your organization? It’s not about ping-pong tables or free snacks—it’s about fostering an environment where people feel valued, inspired, and supported.

5 Steps to Building an Inspiring Culture

Want a great culture? Don’t outsource it to HR. Culture starts with leadership.

1. Define Your Values and Vision- Be crystal clear about what your organization stands for, and ensure it aligns with your business goals.
2. Lead by Example- Actions speak louder than words. Leaders who embody the company’s values set the tone for everyone else.
3. Invest in Your People- Create opportunities for growth and development. Employees who feel invested in will invest in the company.
4. Prioritize Transparency- Build trust by being open and honest, especially during challenging times. Employees need to feel they’re in the loop.
5. Continuously Evolve- Culture isn’t static. Regularly assess and adjust your approach to keep it relevant and aligned with your team’s needs.

Final Thoughts: Rewriting the Rules

Great cultures aren’t about flashy perks or catchy slogans—they’re about meaningful connections, shared goals, and a commitment to growth. If your culture feels stagnant or uninspired, ask yourself: What’s your firm’s “Animal Farm” moment? Are you living your values, or simply rewriting the rules to fit the narrative?

Here’s the inspiring part: You can always rewrite the story. The power to shape your culture is in your hands. Let’s make it one worth rallying behind.