Say "Hunks!" ...
Use Unwritten Rules to Get More of What You Want
“Hunks”: a term used to stake a claim to a piece or “hunk” of someone else’s candy. Similar to calling “Shotgun!” to proclaim your right to sit in the front passenger seat of the car.
Just like in the streets of my youth, there are plenty of unwritten rules in organizations, and they are, indeed, quite powerful.
Do you recognize any of the following unwritten rules within your organization?
- Use your entire budget every year because if you don’t, next year management will cut your budget and allocate it to someone else.
- Always ask for more resources than you need to accomplish an assignment or project.
- Do only the bare minimum. Doing your work faster or better only gets you more work.
Fortunately, not all unwritten rules are negative. Some create positive effects:
- Everyone pitches in to get a project completed on time.
- We cover for each other when one us has a “life” situation.
Negative or positive, detrimental or beneficial, there’s no getting around it – unwritten rules form the framework of your organization’s true culture. Author Steve Simpson says, “Unwritten rules are people’s perceptions of ‘the way we do things around here.’ They are most prominent in casual discussions between staff, in the talk that occurs after meetings, and in the difference between what people say and what people do.”
So who “writes” these unwritten rules?
I bet you’re thinking, “Employees.” Nope! Unwritten rules are usually created by leaders, although they often don’t realize they’re doing it. Unwritten rules are the result of signals sent by management: who gets promoted (and who gets passed over), who gets the good projects, how people are treated, how information is communicated, what gets attention, what gets recognized, what are the priorities, etc. Employees carefully observe leaders’ attitudes and actions – like which behaviors are rewarded and which are “punished” – and learn to act accordingly. And because these guidelines are founded on employees’ personal experiences, they tend to have far more emotional impact, and therefore a greater effect on behavior, than official policies and procedures.
Because unwritten rules are obviously not part of the policies and procedures manual, many leaders think of them as “soft stuff.” As a result they are often flat-out ignored. But the power and influence of unwritten rules are real, whether you are aware of their existence or not. Be forewarned that a lack of awareness minimizes your effectiveness as a leader. If you assume that your team members are only operating under the written rules, then you are missing a big piece of what is truly going on day to day, what is driving people’s behaviors and actions, and why employees are less productive than they could be.
How You Doin’?
- Do you help keep negative unwritten rules alive by either ignoring their existence or unconsciously reinforcing them?
- Do you reinforce the behaviors that result from positive unwritten rules, such as employees voluntarily covering shifts for others who are having life challenges?
StreetSavvy Techniques
Minimize the impact of negative rules and harness the power of positive ones to shape your culture. For example, consider your unwritten rules when selecting new employees or promoting existing team members. If you find evidence that a candidate encourages and practices destructive rules, ask yourself if you want that person on your team or in a leadership role. Conversely, candidates who exemplify the beneficial tenets of your organization will further help weave those behaviors into the fabric of your culture.
Recognize and reinforce behaviors that perpetuate positive unwritten rules, especially those that involve customers (internal and external). Take every opportunity in meetings and internal communications to publicize employees who demonstrate the specific behaviors that are written nowhere but reflect on the positive aspects of your organization’s culture. This is just one more example of the “bang for the buck” you get from providing recognition.
Excerpt from The StreetSavvy Leader: Get Real. Get Results. Want more StreetSavvy Leadership tips and techniques for resolving your most pressing leadership challenges? Click here.
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