The Silent Force in Your Workplace Culture

As leaders, we often equate loud voices with strong opinions. But the reality is more nuanced—and more revealing about your workplace culture than you might think.

Consider this:

• Just because someone is quiet doesn’t mean they lack strong views.

• Just because someone lacks knowledge about an issue doesn’t mean they don’t have strong views.

In every organisation, there are unspoken assumptions, whispered judgments, and silent agreements that shape how things really work. These are your Unwritten Ground Rules (UGRs)—the often-unspoken beliefs about "how we do things around here."

Quiet voices in your organisation—whether they belong to someone with introverted tendencies, a new team member, or someone unsure of their expertise—are a powerful indicator of your culture. Their silence doesn’t mean indifference. It may mean they’re watching, assessing, and interpreting. And their views—whether voiced or not—contribute to the UGRs that shape your culture.

For example...

• When a junior employee doesn’t speak up in meetings, are they thinking, “It’s not safe to voice my opinion here”?

• When someone uninformed about a key issue remains silent, are they thinking, “This isn’t my place to challenge the status quo”?

These silent, unspoken perceptions can either build or erode your culture.

As leaders, you set the tone for these UGRs. If you assume silence means alignment—or worse, apathy—you miss the chance to uncover insights that can transform your workplace.

Ask yourself:

• What am I doing to ensure everyone feels they can speak up?

• Am I unintentionally sending signals that reinforce negative UGRs, like “Don’t challenge authority” or “We only value loud ideas”?

Transforming your workplace culture starts with surfacing and addressing these silent assumptions. It starts with creating an environment where UGRs work for your organisation, not against it.

How are you ensuring that quiet voices and hidden views are shaping your culture positively?