What we can Learn from McDonalds

McDonald's UK workplace culture has recently come under scrutiny following reports of inappropriate behaviour and systemic issues. In response, UK CEO Lauren Schultz has made it clear that her priority is to create a safe, respectful working environment while continuing to drive the business forward. This is leadership in action; and it holds powerful lessons, not just for global corporations, but for smaller businesses and growing teams.

Founded in 1940 by brothers Richard and Maurice McDonald as a small drive-in restaurant in California, McDonald's grew into a global powerhouse through Ray Kroc’s vision of standardisation, scalability, and operational excellence. From its earliest days, the business has been shaped by leadership decisions that prioritised consistency, systems, and customer experience; principles that remain just as relevant today.

Leadership Is Culture whether you Intend It or Not

One of the biggest misconceptions in business is that culture is something that “just happens.” In reality, culture is shaped, deliberately or by default by leadership behaviours, decisions, and standards.

When a leader like Schultz publicly commits to improving workplace culture, she’s doing more than addressing an issue, she’s setting a tone:

🔷What is acceptable

🔷What is not

🔷What the business stands for

In smaller businesses, this effect is even more pronounced. With fewer layers and closer-knit teams, the leader’s behaviour is amplified. If you tolerate poor behaviour, it spreads. If you model respect and accountability, that becomes the norm.

The Courage to Confront Reality

It takes resilience and honesty to acknowledge when something isn’t working.

For women in leadership, this often comes with additional scrutiny. Yet, leaders who lean into transparency build stronger, more sustainable organisations.

Schultz’s approach highlights a critical leadership principle: You can’t build a high-performing business on a weak cultural foundation.

For smaller business owners, this might look like:

🔷Addressing difficult team dynamics early

🔷Having clear policies - even if your team is small

🔷Being willing to have uncomfortable conversations

Avoidance might feel easier in the short term, but it’s costly in the long run.

Balancing People and Performance

A common fear, especially in high-growth businesses is that focusing on culture will slow down results.

The opposite is true. A respectful, safe, and inclusive environment:

☑️Improves retention

☑️Boosts engagement

☑️Drives better decision-making

☑️Enhances customer experience

Strong culture is not separate from performance, it’s the engine behind it.

This is where many small businesses struggle. Founders are often focused on sales, delivery, and growth targets, while culture is left unmanaged. But as your business grows this becomes unsustainable.

What This Means for Growing Businesses

You don’t need to be a multinational brand to take meaningful action. In fact, smaller businesses have an advantage: agility.

Here are 5 practical ways to apply these lessons:

1️⃣ Define Your Standards Early.

Be clear on your values and behaviours from the start. Don’t wait until there’s a problem.

2️⃣ Lead by Example

Your team will mirror what you do, not what you say. Consistency matters.

3️⃣ Build Simple Structures.

You don’t need corporate level HR but you do need:

• Clear expectations

• Feedback channels

• Accountability

4️⃣ Act Quickly When Issues Arise.

Small problems grow fast in small teams. Address them early and directly.

5️⃣ Align Culture with Growth.

As you scale, your culture must scale with you. What worked at 3 people won’t work at 15.

Women in Leadership: A Unique Strength

Women leaders often bring a strong focus on empathy, communication, and emotional intelligence; qualities that are critical in building healthy, high-performing cultures.

But this isn’t about gender stereotypes, it’s about leadership effectiveness.

The real strength lies in:

☑️ Listening deeply

☑️ Acting decisively

☑️ Creating environments where people can thrive

These are the traits that define modern leadership and they are essential in today’s business landscape.

Final Thought

Whether you’re leading a global organisation like McDonald's or a growing team of five, the principle remains the same: Your business will only ever be as strong as the culture you create. And that starts with you.

Women in leadership are not just shaping businesses; they’re redefining what strong, sustainable leadership looks like. The opportunity for every business owner is to do the same: intentionally, consistently, and with clarity.

About the Author

Sarah is a business founder, MBA graduate and coach who has built and scaled businesses to over £8 million in revenue with teams of up to 25.. She now helps ambitious founders gain clarity, build motivated teams and create businesses that support the life they want to lead.

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