Every organization has them — the unwritten rules that quietly, powerfully shape what’s really valued. They’re the invisible social cues that teach employees what’s safe, what’s risky, and how to “succeed” inside your culture.
Unwritten rules often carry more weight than anything written in a handbook. You can have a beautifully worded open-door policy, but if every time someone walks through that door they get subtly ignored or given a heavier workload, people learn quickly: the door is closed. The rule becomes clear — speak up at your own risk.
These hidden rules can also be positive. When leaders consistently prioritize family time, team members feel freer to attend their loved one's recital or take a mental health day without guilt. Actions, not words, set the tone.
The tricky part? Unwritten rules are often invisible — hiding in plain sight, running the show without ever being named. But once you start looking for them, you’ll find they reveal the true undercurrent of your culture — the part that can make or break trust, engagement, and innovation.
Here are a few questions to uncover your organization’s unwritten rules:
- Are promotions based on seniority, performance, or personality?
- Are people appreciated for bringing up tough questions — or punished for it?
- Is gossip a currency for “getting in” or “getting ahead”?
- Do people get recognized for results or for face time?
- Who actually gets promoted, and why?
- Who does leadership favor — and what behaviors earn that favor?
- What are the real power dynamics in play?
- What gets publicly praised?
- Are new ideas from employees welcomed or brushed off?
- Who seems “unfireable,” and what does that say?
- What does leadership say matters most — and what do their actions show matters most?
Once you’ve spotted your organization’s unwritten rules, ask yourself:
- Why are they unwritten?
- Who benefits from keeping them that way?
Then take an honest look:
Which of these rules lift your culture — and which quietly erode it?
Unwritten rules are powerful. The question is whether they’re serving your organization or sabotaging it.
Now that you can see them clearly…
What unwritten rules do you see to directly acknowledge, question, dismantle or celebrate?
