There’s this old-school idea in business that companies are structured like pyramids. You know the one, interns and entry-level employees at the bottom, middle managers in the middle and the CEO sitting right at the top. It’s tidy. It’s linear. And honestly? It’s outdated.
The truth is, the best companies I’ve worked with, the best teams I’ve led and the best cultures I’ve seen, they don’t treat people based on where they sit in the org chart. They treat people like people. Period.
I’ve always believed that the way you treat the intern says more about your leadership than the way you treat your boss. It’s easy to show respect to someone with a big title. But the real test? How you treat someone who can’t do anything for you. That’s where your culture lives. That’s where your character shows up.
Years ago, I was walking through our office when a new intern nervously introduced themselves. I stopped, asked a few questions, and we ended up chatting for 10 minutes. The next day, I got a message from their supervisor saying, “You have no idea how much that meant to them.” But here’s the thing, I didn’t do anything special. I was just being curious and kind.
When you flatten the pyramid, when you remove the imaginary hierarchy of who “deserves” your time, you create a place where people feel valued. You build trust faster. Ideas flow more freely. People lean in, speak up, and stay longer.
Because nobody wants to work in a place where respect has a pay grade.
Don’t get me wrong, structure still matters. You need roles, accountability and leadership. But you don’t need ego. You don’t need “us vs. them” mindsets. And you definitely don’t need to act like your title makes you more important than someone else’s.
I’ve learned more from interns, assistants and new hires than I can count. Fresh eyes spot problems veterans miss. Questions from someone new can lead to answers the whole team needs. Everyone brings something to the table.
So here’s my take: throw out the pyramid. Replace it with a circle, or a table, or whatever metaphor you like. But make sure it’s built on mutual respect. Treat everyone like they matter, because they do.
And if you’re in a leadership position, just remember: your team is watching how you show up. Show them that every voice matters.