The Social Cost of Not Participating in Workplace Norms

Organizations are usually talked about in terms of their structure and hierarchy. There is another dimension, which is no less important than the one discussed above but less well structured: norms. Norms are unspoken and unwritten rules that determine how people behave in organizations. Following them is not a requirement; however, it is always noted. Going to social events, answering in a specific way, and other actions that deem a person as a functioning member of the office are seen as signs of acceptance, although they are unrelated to results.

There are times when it is simply a matter of choice, but there are also times when it becomes a matter of circumstance. Nevertheless, people tend to read more into this act than what it is intended. In fact, individuals who take part less actively in informal activities at work will often be seen as less collaborative, despite what they have accomplished in terms of work output, according to a study from the Academy of Management Journal (2018) . Such perception is developed based on subtle incidents. Every office has a social rhythm that can be observed over time. There are connections formed by people through activities and actions, and a kind of separation results whenever a person goes against the established pattern. Not necessarily an ostracization, but just enough deviation to make people aware of the difference. Group cohesiveness is created through informal actions that serve as signals of harmony, as highlighted in a study from Social Psychological and Personality Science (2020). Rejecting those would change one’s standing rather than disturb the system itself.

The complicated aspect of this phenomenon is that it is not acknowledged formally. There are no rules regarding participation, nor is there any specification regarding how much one should participate to be considered engaged. The parameters change from organization to organization based on their unique cultural context. While it is natural for some organizations, other organizations have to learn to get used to it. Social consequences do not arise immediately; they come gradually.