The Hidden Force That’s Driving Your Workplace Culture

Ask any leader about their workplace culture, and most will have a ready answer. They’ll talk about values, mission statements, and the initiatives they’ve launched to shape the culture.

But here’s the uncomfortable truth—none of that determines how people really behave at work.

What does?

Unwritten Ground Rules. UGRs.

These are the unspoken rules that truly shape how things get done in an organisation. They’re not found in a policy document, they’re not part of an induction program, and they’re certainly not dictated by senior leadership.

Yet they are the single most powerful force determining your workplace culture.

The Real Culture Is What People Experience

Leaders might say they value innovation, but if a team member suggests a new idea and gets shut down, the real UGR is: Around here, keeping your head down is safer than speaking up.

The official message might be that safety is the top priority, but if workers see corners being cut to meet deadlines, the UGR becomes: Around here, getting the job done is more important than following safety rules.

The values on the wall mean nothing if they aren’t reflected in daily behaviours. UGRs define what’s really happening.

Leaders Create UGRs—Whether They Realise It or Not

Every decision a leader makes, every reaction they have, and every inconsistency they tolerate contributes to UGRs.

Do you celebrate people who challenge the status quo, or do you subtly discourage them?

Do you genuinely want feedback, or do people learn that raising concerns is career-limiting?

Do you walk the talk, or is there a gap between what’s said and what’s done?

You don’t get to opt out of shaping UGRs. They exist whether you like it or not. The question is: are you actively shaping them, or are they forming in ways that undermine your best efforts?

The Leaders Who Get This Right Win Big

The best workplaces don’t just have great cultures—they have great UGRs. They make the unspoken work for them, not against them. They actively identify, shift, and embed UGRs that drive the right behaviours.

This isn’t about another culture initiative. It’s about uncovering the real rules people are working by and changing them where needed.

So here’s the challenge: do you know the UGRs in your workplace? Are they helping or hurting your culture? And most importantly—what are you going to do about it?

Now’s the time to find out.