Building a successful company isn’t just about profits, products, or marketing. It’s about creating a healthy, non-toxic culture where employees can thrive, perform, and stay motivated. Scott Simons, a seasoned investor, entrepreneur, and auto dealer growth executive consultant, has a proven track record of building winning teams and scaling businesses. His insights on maintaining a positive company culture are a masterclass in leadership. Here’s what he has to say about creating a non-toxic company culture.
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1. Know Your Metrics – What’s Average?
You can’t manage what you don’t measure. Simons emphasizes that understanding your business metrics is crucial. Whether it’s sales, customer satisfaction, employee retention, or other KPIs, knowing what’s “average” in your industry helps you set realistic targets and push your team to achieve more. Metrics provide clarity and direction.
2. Control Communication – No Private Emails
One of the simplest ways a company can lose control is by allowing employees to use private emails for business communications. When employees leave, you lose track of client interactions, important deals, and critical updates. Simons advises keeping all business communication on company-managed accounts to maintain transparency and accountability.
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3. Keep Competition Alive – It Drives Performance
Simons believes that competition is a powerful motivator. Creating a culture of healthy competition among teams can energize your workforce and drive them to excel. But it’s essential that this competition is positive and doesn’t lead to toxic rivalries. Make it about recognition, rewards, and personal bests rather than tearing others down.
4. Set Clear Goals – Performance Needs a Target
If you don’t set goals, how can you expect your team to perform? Goals give your team something to aim for. Simons is clear: clear, measurable, and time-bound goals are the backbone of any successful team. Whether it’s monthly sales targets, customer satisfaction scores, or project deadlines, clear goals drive performance.
5. Eliminate Blame Culture – Own Your Results
Blaming others is one of the fastest ways to create a toxic environment. Simons emphasizes the importance of a culture where employees take ownership of their results. Mistakes are inevitable, but instead of pointing fingers, the focus should be on learning and improving.
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6. Avoid Cliques and Favoritism – Communicate Clearly
Simons highlights that poor communication is often the root cause of cliques and favoritism. Leaders should avoid creating inner circles and must never complain down. Complaining to lower-level employees only spreads negativity. Instead, leaders should communicate clearly, be transparent, and maintain a consistent message across the team.
7. Accountability – Real Leaders Call Out the Truth
A healthy company culture is one where honesty is valued, even when it’s uncomfortable. If someone cares about you, they’ll call you out on your excuses or poor performance. Simons underscores that this type of direct feedback is a form of respect. It helps employees grow, keeps leaders humble, and strengthens trust within teams.
Final Thoughts
Building a non-toxic company isn’t about avoiding difficult conversations or keeping everyone happy all the time. It’s about creating a culture where people are respected, communication is clear, and accountability is a shared value. Scott Simons’ insights provide a powerful roadmap for leaders who want to build strong, successful teams without the drama and dysfunction that can sink even the best businesses.”)
