It's easy to focus on written rules, policies, and explicitly communicated values as the backbone of organisational culture. While these factors are undeniably important, they only tell half the story. What about the behaviours that go unnoticed, unchecked, or even subconsciously supported? The notion of "tacit approval" plays a crucial role in shaping a culture and is often overlooked in traditional analysis.
What is Tacit Approval?In essence, tacit approval refers to the implied consent or endorsement that occurs when actions or behaviours go unchallenged or unremarked upon. In a workplace setting, this could range from turning a blind eye to tardiness to ignoring instances of micro-aggressions. While no explicit approval may be granted, the mere absence of disapproval sends a strong message: "This is acceptable here."
The Ripple EffectThe silent sanctioning of any behaviour sets a precedent, and over time, these single instances coalesce into patterns that define the culture of a company. Employees look to their superiors and peers for cues on how to behave, and if they see that certain actions go unchallenged, they are more likely to adopt those behaviours themselves. In a way, what you permit, you promote. This ripple effect can spread quickly, impacting not only the internal dynamics but also how the organisation is perceived externally.
The Danger of ComplacencyWhile tacit approval can perpetuate positive behaviours, the risks associated with ignoring negative actions are far greater. A culture of silence around unethical or damaging behaviour creates a toxic environment that can lead to reduced employee morale, increased turnover, and even potential legal issues. Importantly, this culture of tacit approval is self-perpetuating; once set in motion, it becomes increasingly difficult to challenge or change.
Active Culture ManagementSo, how can organisations navigate the nuanced waters of tacit approval? The key lies in active culture management. Leaders should be vigilant in observing not just rule-breaking but also the quieter, more subtle behaviours that occur in the workplace every day. This doesn’t mean making a big deal of every minor infraction – but consistent nudging away from the wrong types of behaviour and reinforcing of the right types needs to be an embedded part of the way of working.
In SummaryWhile the written rules and policies of an organisation are important, it's the micro behaviours that are ignored, tolerated, or tacitly approved that truly shape an organisation's culture. By recognising and addressing the power of tacit approval, businesses can create an environment that not only talks the talk but also walks the walk.
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