Nursery Rhymes and Workplace Norms

“Jack and Jill went up the hill, To fetch a pail of water. Jack fell down and broke his crown, And Jill came tumbling after.”

Nursery rhymes reflect historical contexts, societal norms, or moral lessons of their time. However, when viewed through the lens of today’s societal norms, they can seem a bit harsh or mean-spirited.

Here are a couple more:

“Three Blind Mice”

“Three blind mice, three blind mice, See how they run, see how they run. They all ran after the farmer’s wife, Who cut off their tails with a carving knife, Did you ever see such a sight in your life, As Three Blind Mice"

“Goosey Goosey Gander”

“Goosey Goosey Gander, Whither shall I wander? Upstairs, downstairs, And in my lady’s chamber. There I met an old man, Who wouldn’t say his prayers, So I took him by the left leg And threw him down the stairs.”

What about today’s modern-day norms? And, if it helps to smile, either at my inept rhyme to counter the seriousness of the topic, I've had a go:

The Competitive Race

Run, run, the race is on, Win the prize or you’ll be gone. Pushing others to the side, Climbing fast with boastful pride.

The Burnout Dance

Work, work, skip your meal, Answer emails, spin the wheel. Late-night calls, a sleepless night, Wear your effort like it’s bright. Dance, dance, ’round the flame, Burning out is just the game. Praise the weary, laud the worn, But wonder why the spark is torn.

The Whispered Sting

A quiet word, a subtle glare, A joke that cuts, but no one cares. Brushed aside, “It’s just a tease,” While harm grows deep, ignored with ease. Small wounds grow where silence reigns, A culture cracked with hidden pains. Call it out, let light reveal, Respect and care help wounds to heal.

Toxic Positivity

Smile, smile, play your part, Hide the ache within your heart. Truth gets lost, but don’t you cry, Toxic grins will pass you by.

Always On

Ring, ring, the phone won’t rest, Weekends stolen, no time to test. Emails buzz at break of day, Boundaries fade and slip away.

Speak and Regret

Speak up, they say, your voice is heard, But truths are punished, not preferred. A whisper falls, the room goes cold, Honest hearts left out in the cold. Silence grows where feedback dies, Trust is lost in hidden lies. Let voices rise, let courage stay, True progress blooms in light of day.

The Sacrifice Song

Miss the meal, skip the rest, Sacrifice is seen as best. Sick or tired, just push through, Praise is waiting just for you. But cracks appear, the cost is high, Burned-out souls, the well runs dry. Sustain the work, let balance lead, A thriving team is what we need.

The Numbers Game

Tick the box, the numbers climb, Chasing quotas all the time. Bill the hours, meet the call, But did the work mean much at all? Metrics rule, but hearts are lost, Quality fades beneath the cost. Let purpose guide, not just the score, And watch the work mean so much more.

Sink or Swim

Thrown in deep, without a guide, “Sink or Swim!” the leaders chide. No support, just waves to fight, Struggling hard through day and night.

Steps for Getting out of Our Own Way

Noticing harmful workplace norms requires deliberate observation, reflection, and a willingness to question what is often taken for granted. Here are steps you can take to identify these norms and begin the process of positive change:

1. Cultivate Awareness

What to do: Reflect on your workplace experiences and practices.

Questions to ask:

• What behaviours are consistently rewarded or praised?
• Are there unspoken expectations that feel unfair or outdated?
• Do I feel pressure to conform to certain norms, even if they seem harmful?

2. Observe Workplace Dynamics

What to do: Pay attention to how people interact, what is celebrated, and what is ignored.

What to look for:

• Are certain people always in the spotlight while others’ contributions are overlooked?
• Do employees regularly skip breaks or work overtime without acknowledgement?
• How are mistakes and challenges discussed or addressed?

3. Listen to Employee Feedback

What to do: Actively seek out and listen to feedback from colleagues and employees at all levels.

How to gather insights:

• Use anonymous surveys to encourage honesty.
• Hold regular one-on-one or team meetings to discuss cultural practices and expectations.
• Ask direct questions like, “What feels unsustainable about your workload?”

4. Examine Organisational Rituals

What to do: Reflect on what your organisation celebrates, rewards, and reinforces.

Examples to analyse:

• Are employees praised for taking on extra work at the expense of their personal lives?
• Is there more focus on individual achievement than team success?
• Are metrics valued over meaningful impact?

5. Monitor Language and Communication

What to do: Pay attention to the language used in meetings, emails, and general workplace communication.

What to notice:

• Are terms like “be a team player” or “go the extra mile” used to pressure people?
• Are expressions of stress, dissatisfaction, or need for boundaries dismissed or minimised?
• Is feedback encouraged but ignored or met with defensiveness?

6. Compare Policies and Practices

What to do: Compare the organisation’s stated values and policies to its actual behaviours.

What to evaluate:

• Does the organisation claim to value well-being but glorify overwork?
• Are diversity and inclusion prioritised on paper but not in everyday interactions?

7. Analyse Leadership Behaviour

What to do: Observe how leaders model workplace culture.

What to assess:

• Are leaders setting boundaries, or are they constantly “always on”?
• Do they reward problem prevention or only firefighting during crises?
• Are they open to honest feedback, or is dissent discouraged?

8. Look for Burnout and Turnover Rates

What to do: Examine organisational trends related to employee well-being and retention.

Indicators to watch for:

• High levels of absenteeism, burnout, or stress-related complaints.
• A pattern of talented employees leaving due to cultural dissatisfaction.

9. Seek External Perspectives

• What to do: Invite an outsider—like a consultant or trusted peer from another organisation—to provide fresh insights.
• Why this works: Someone outside your system can identify ingrained norms that feel “invisible” to those within the culture.

10. Foster a Culture of Questioning

What to do: Encourage curiosity and critical thinking about workplace norms.

Questions to ask as a team:

• Why do we do things this way?
• Is this norm helping or harming us?
• What would a healthier alternative look like?

These steps can uncover harmful norms and shape a healthier, more sustainable workplace culture. Would you like help creating an actionable plan for one of these steps?

Schedule a 30-minute conversation call with Desley HERE

SPEAKER PROFILE

For many years, I’ve been speaking at summits, industry conferences, and smaller bespoke events such as workshops and retreats across Australia and internationally. I’m known for masterfully connecting research and ideas to ease work challenges. Here are a couple of minutes from some recent speaking engagements.

Dr Desley Lodwick Speaker