To Make Your Workplace Fairer, Take Charge of its Norms by
Workplace rules come from trainings and manuals, but the real norms? You pick those up over time—like whether vacations scream “slacker” or meetings kick off five minutes late. These norms shape how we act and define our culture, or “how we do things here.” Set them right, and they anchor teams, making workplaces fairer, especially in shaky times. Anyone, from intern to CEO, can step up as a “norm entrepreneur” by:
- Shaking up perceptions of "how we do things,"
- Finding the right crew to vibe with your vision, and
- Rallying the team for collective action.
Early on, I pored over my company manual as a quality team coordinator in debt settlement, thinking it held all the answers. Spoiler: it didn’t. So much of what I needed—replying to emails fast, nailing meeting punctuality—I learned by breaking rules on gut instinct and soaking up the culture over years.
HBR nails it: “Norms shape both individual and collective behaviors and serve as symbols of organizational culture or ‘how we do things here.'” That’s my guide for building a workplace where integrity and teamwork rule. You can’t be the lone North Star, though. Handing key roles to others to lead alongside you clears roadblocks like cultural clashes, generational gaps, or language hurdles, creating a fairer, safer vibe for all. “Being intentional about setting and collectively valuing norms is key to removing ambiguity for employees—and it’s especially critical for leaders in times of uncertainty and upheaval when employees need a North Star at work.”
As a norm entrepreneur, I’m always brainstorming ways to spark changes that let everyone thrive.
Breaking down the 3 tips by Siri Chilazi and Iris Bohnet
#Change perceptions of "how we do things here."
We can reshape workplace norms by busting myths and leading by example. My mission? As a quality team coordinator in debt settlement, I’m all about doing the RIGHT thing, every time, no matter the project size. 💥
Too often, folks assume workplaces chase short-term fads. But in my world, it’s about uniting teams, supporting clients, and thriving together. I’ve seen “pluralistic ignorance” where people undervalue collaboration because it’s not visible. Small steps of engagement have changed that for us!
Every day, I role model what it looks like to prioritize integrity—coordinating across departments, offering solutions, and ensuring no one’s left behind, whether it’s a small case or a massive one. Last month, I rallied my team to streamline 3 tricky processes, and guess what? It sparked a wave of cross-department teamwork that’s still going strong. 🙌
You don’t need a corner office to shift norms. It starts with us—showing up, doing what’s right, and making it visible. So, what’s YOUR move? How are you rewriting the rules to make your workplace about unity and excellence?
To change perceptions of prevailing norms, ask yourself:
• What data might you be able to collect or share that could challenge employees’ existing beliefs about an issue?
• What behaviors can you role model that will shift your organization’s culture in a positive direction?
• What is something you’re already doing that you wish more employees did as well—and how could you make those actions more visible in your workplace?
#2. Find the right audience.
HBR’s tip #2 for shaping workplace norms: Find the right audience! As a quality team coordinator in debt settlement, I’m focused on what works: building integrity and teamwork. 💪 You don’t need a C-suite title to change how things are done—it’s about connecting with people who trust you.
I’m an “unusual suspect” when I rally departments to put clients first, like leading a process overhaul that slashed settlement times. Last week, I pitched a game-changing idea in a client meeting—a simple underwriting tweak to control risky loans early, hoping a more secure pipeline. Teamwork driving results!.
Who’s your audience? I’m tapping new team members to spread the collab vibe, proving anyone can lead. What’s YOUR move? Who can you inspire to rewrite the rules for excellence? Drop your thoughts and let’s keep the momentum going!
To find the right audience, ask yourself:
• In which spaces, conversations, or contexts might I be an “unusual suspect” for a cause?
• Are there people different from me whom I could purposefully support or advocate for?
• What are my sources of credibility (e.g., experience, authority, ability to inspire), and which colleagues do I have credibility with?
• Whom could I tap as an unusual suspect to help advocate for my cause?
Too often, folks assume workplaces chase short-term fads. But in my world, it’s about uniting teams, supporting clients, and thriving together. I’ve seen “pluralistic ignorance” where people undervalue collaboration because it’s not visible. Small steps of engagement have changed that for us!
Every day, I role model what it looks like to prioritize integrity—coordinating across departments, offering solutions, and ensuring no one’s left behind, whether it’s a small case or a massive one. Last month, I rallied my team to streamline 3 tricky processes, and guess what? It sparked a wave of cross-department teamwork that’s still going strong. 🙌
You don’t need a corner office to shift norms. It starts with us—showing up, doing what’s right, and making it visible. So, what’s YOUR move? How are you rewriting the rules to make your workplace about unity and excellence?
To change perceptions of prevailing norms, ask yourself:
• What data might you be able to collect or share that could challenge employees’ existing beliefs about an issue?
• What behaviors can you role model that will shift your organization’s culture in a positive direction?
• What is something you’re already doing that you wish more employees did as well—and how could you make those actions more visible in your workplace?
#3 Leverage collective action.
The HBR article has a beautiful example and a must read “A company we worked with wanted to decrease ambiguity in hybrid meetings and decided that virtual participants should speak first, before in-person participants. Like many of us since the pandemic began, they had noticed that once in-person participants got into the flow of conversation in a room, it was very difficult for virtual attendees to get a word in. These leaders also knew that the new ‘virtual-first’ norm could not simply be mandated from above.
So they recruited a group of meeting organizers to pilot the new approach, share feedback, and serve as role models. After a while, word about the new practice started to spread, and the company could shift its messaging to say that ‘virtual-first’ was an increasingly popular practice.” Norm-shifting isn’t a solo act—it’s a team win! 💪
My norm? Proactive audits to nail settlements and graduations, no matter the tech hiccups. Over the last 2 years, I built an audit system that catches issues early, gathers team feedback, and crafts solutions. Result? Clients graduate smoother, with 20% fewer delays despite CRM glitches.
To leverage collective action, ask yourself:
• What is a norm that I would like to spread throughout my organization?
• How can I prove the concept in my own work first?
• Which (ideally influential) colleagues could I recruit to try the norm shift with me?
🚀 Big shoutout to HBR for their killer insights on norm entrepreneurship! Their article lit a fire under me to write this article today and share the message of integrity and teamwork rule, creating stability and making our workplace a fairer space for all.