Workplace Culture Stagnation: How Do We Support It and Do We Know Why?

Workplace Culture. The space where ideas and ideals may be seen and forged, principles and processes can be studied and implemented, biases may be discovered or mitigated to workable states, all within the balance of emotional intelligence, or at times a pronounced lacking thereof; our workplace culture can be a vast crucible of revolutionary achievement, but what is more likely in your observation?

In my experience I have the tendency to start my query with the “why” or the “how” did we get here; ‘why do we do things this way?” and “how has this last effort taught us” becomes the modus operandi for deconstructing when stagnation begs attention – where are we in the equation when the way forward seems to be branching without focus? When we can begin to identify which aspects of a less than healthy workplace culture are thriving, what do the trends seem to tell us about our experiences? Here are a few points to consider:

1. Comfort and Familiarity

People often resist change because they find comfort in the familiar. A stagnant culture provides a somewhat predictable environment where employees know what to expect. This sense of stability can be reassuring, especially for those who have been with the organization for a long time.

2. Established Hierarchies

In stagnant cultures, established hierarchies and power structures are often deeply ingrained. Those in positions of power may resist change to maintain their authority and control. They may fear that changes could disrupt their status or lead to a loss of influence.

3. Fear of the Unknown

Change can be intimidating, and the fear of the unknown can make people cling to the status quo. Employees may worry about how changes will impact their roles, responsibilities, and job security. This fear can lead to resistance against any efforts to shake up the existing culture.

4. Perceived Success

If an organization has experienced success in the past, there may be a belief that the current culture is responsible for that success. This perception can make it difficult to convince people that change is necessary. They may feel that altering the culture could jeopardize the organization's achievements.

5. Lack of Awareness

In some cases, employees may not even realize that the culture is stagnant. They may be so accustomed to the way things are that they don't see the need for change. This lack of awareness can make it challenging to initiate cultural transformation.

6. Resistance to New Ideas

Stagnant cultures often discourage innovation and new ideas. Employees who are used to doing things a certain way may resist new approaches or suggestions. This resistance can stifle creativity and prevent the organization from evolving.

7. Cultural Norms and Traditions

Every organization has its own set of cultural norms and traditions. In a stagnant culture, these norms can become deeply entrenched. Employees may feel a sense of loyalty to these traditions and resist any changes that could disrupt them.

8. Fear of Failure

The fear of failure can be a significant barrier to change. Employees may worry that new initiatives or changes to the culture could lead to mistakes or failures. This fear can make them hesitant to embrace new ideas or approaches.

In conclusion, while stagnant workplace cultures can hinder growth and innovation, there are several reasons why some individuals may feel compelled to protect them. Understanding these reasons is the first step in addressing resistance and fostering a more dynamic and adaptable organizational culture.