By Matt Monge
The primary purpose of employees in a passive culture is to pleasethe people to whom they reportso as to protect their position from any potential peril. (sorry–did itagain, didn’t I…)
Employees want to keep their heads down, not cause astir, not make waves, not stand out, not ask questions, and not be perceived as anything other than exactly what they think those further up the organizational chart want to see. Nowwhythey feel those things is for another post, but suffice it to say that those feelings don’t just come from nowhere.
The pieces of a passive culture are:
1. Limited laughter.
Work isn’t a place for glee or mirth. It’s not a place for laughter orhappiness. It’s a place for work. So sit down, stare at your screen, and do your work.
…That’s what employees in a passive culture try to convince themselves every day.
2. Employees are always asking for approval.
In this environment,empowerment is more of a punchlinethan a workplace philosophy. The worst part is that sometimes an organization will say they want or evenhaveempowered employees, but then they place so many obstacles in the way of employees actually being able to make stuff happen. That’s often more frustrating than if an organization just came out and said, “We will not be empowering you. Just punch the clock and do as you’re told.” At least that’s clear and there’s no doubt what the expectation is.
