According to the Oxford English Dictionary norms are ‘a standard or pattern, especially of social behaviour, that is typical or expected’.
In the business world, norms play a very important part in getting things done. But these unwritten rules aren’t always helpful. In fact they can be barriers to productivity, particularly for those new to the business. Here we discuss norms in more detail, how they’ve moved on in the last few years, what in our experience are the most unhelpful ones and when’s the best time to introduce the good ones.
Company Norms Have Been Changing
In the last few years, the spirit of the startup has been affecting larger and larger companies in terms of cultural norms. Dress codes have become more relaxed, flexible working is commonplace thanks to advances in technology and there has been an increased used of freelancers (gig based work) as more technically specific skills are required.
Norms Are Particular To Your Type Of Business
The norms for your business should be unique to you – they are not something you can download off the internet. To begin with they are a reflection of the work and personal style of the leader, but as the team grows, rightfully, cultural norms start to shift incorporating the style and behaviours of the broader team. Another huge impacter on cultural norms is the type of business your are in. For example, customer-focussed organisations can have a very different feel to those a few steps back from the front line ,whilst companies with an international presence, will have a different set of expectations of their employees from domestic organisations, such as requirements for business travel and working outside of traditional office hours.
But Unhelpful Norms Are Everywhere
Every business has them. At best they are annoying and worst they are hugely disruptive and not only affect productivity, but the wellbeing of employees.
Here’s our pick of the most unhelpful workplace norms:
1. Presenteeism – where hours worked is seen a symbol of commitment and performance. A golden ticket to staff burn-out and falling productivity if ever there was one
2. Email overload – copying everyone and their dog into emails when they’re nothing to do with the situation in hand. Not everyone needs to be on every email chain. It’s a waste of time for all and very often than not shows poor decision making, a lack of autonomy and an untrusting environment.
3. Answering emails on holiday/weekend/ middle of the night (!) – everyone needs a proper break from work now and again so we come back to it more refreshed and with a new perspective. Often this is the hardest norm for business leaders themselves to break
4. Cliquey after work drinks – particularly when work is discussed. This can be hugely alienating for those who cannot attend for example because of childcare responsibilities. It might even be considered discriminatory
5. The boss taking the credit for work their team has done – literally the most demotivating thing ever. Whilst celebrating team success is important, so is recognising the contributions of individuals who have gone above and beyond.
Introducing Your Cultural Norms Is One Of The Most Important Aspects Of Onboarding
Communicate your norms as early as possible in the on boarding process. New recruits will be anxious not to put a foot wrong and a lack of knowledge of the unwritten laws of their new surroundings is one of the most common contributors to them tripping up. Which is hugely unfair, particular when you only have one chance to make a first impression. You may want to allocate a ‘safe person’ who specifically covers cultural norms with newbies early on in the on boarding process. Catch up with this person before they start and weed out any norms you feel might be disruptive – this way you will more control of how your company culture develops.
A Strong Company Culture Requires Strong Leadership
As leader, it’s unlikely you are in the office all the time. So it’s possible you might not notice new cultural norms creeping in on the shop floor. Many of these will helpful, but some less so. It’s your role to guide the ship in terms of culture so keep your ear to the ground and make changes where necessary. And remember of course, that the cultural norms for your business are embedded from the top down, so make sure you and your leadership team are living and breathing them day in, day out and leading by example.
For help with this or any other HR issue get in touch with theHRhub today on 0203 627 7048 or drop us a line at hello@thehrhub.co.uk
