10 signs your culture might be holding you back

Culture can be the biggest driver of success in an organisation — or the biggest roadblock. It shapes how decisions are made, how people collaborate, and ultimately, how progress happens. But sometimes, culture can quietly work against you without anyone realising it. Here are ten signs that your culture might be holding you back, and what you can do about them.

1. Meetings feel safe, but they’re not.
On the surface, your meetings might appear productive — everyone nods, discussions are polite, and there are no heated debates. But if no one is challenging ideas or offering dissenting views, it could indicate a lack of psychological safety. People may fear speaking up, worrying about repercussions or judgment. To address this, leaders need to actively invite different perspectives, model vulnerability, and reassure teams that honest feedback is valued and encouraged.

2. Decisions take forever.
If your organisation is caught in a cycle of endless deliberation with little action, decision fatigue might be at play. When approval chains are too long, or when people hesitate to take ownership, progress stalls. Streamlining decision-making by clarifying roles, empowering teams with autonomy, and adopting a "test and learn" approach can help move things forward faster.

3. Failure is feared, not learned from.
A culture that avoids mistakes at all costs stifles innovation and growth. If employees feel they have to hide failures instead of learning from them, your organisation is missing out on valuable opportunities to improve. Encouraging a growth mindset, celebrating lessons learned, and fostering a blame-free environment can transform failures into stepping stones for success.

4. Feedback is rare.
In a thriving culture, feedback flows freely — up, down, and sideways. When feedback is infrequent or only happens in formal settings, it can create blind spots and limit development. Embedding feedback into daily interactions, creating safe spaces for constructive conversations, and training managers to give and receive feedback effectively can make all the difference.

5. Silos are everywhere.
When teams work in isolation, information gets trapped, and collaboration suffers. Silos prevent knowledge-sharing and lead to duplicated efforts and missed opportunities. Breaking down silos requires deliberate cross-functional collaboration, shared goals, and fostering a sense of collective ownership across the organisation.

6. Values are just words.
If your organisation’s values live only on the walls and in company handbooks but aren't reflected in everyday behaviour, they hold little meaning. Culture is shaped by what leaders and employees do, not what they say. Bringing values to life requires embedding them into hiring, decision-making, and recognition practices.

7. Recognition is inconsistent.
When great work goes unnoticed, motivation drops and disengagement creeps in. A lack of consistent recognition can make employees feel undervalued and disconnected from their contributions. Building a culture of appreciation — whether through formal programmes or simple daily acknowledgments — can boost morale and strengthen commitment.

8. There’s no clear ‘why.’
People want to know how their work connects to the bigger picture. If employees struggle to see how their daily tasks contribute to the organisation's mission, engagement and productivity suffer. Leaders should regularly communicate the broader purpose and help teams see their impact.

9. Micromanagement is the norm.
A culture where every decision and action is closely monitored erodes trust and stifles initiative. Employees need autonomy to thrive, and leaders need to focus on empowering rather than controlling. Shifting towards a culture of trust requires clear expectations, regular check-ins, and giving teams the freedom to take ownership of their work.

10. Employee turnover is high.
If talented people are leaving faster than they’re arriving, it’s a major red flag. High turnover often signals deeper cultural issues — whether it's a lack of growth opportunities, poor leadership, or an unhealthy work environment. Conducting "stay interviews", addressing employee concerns proactively, and investing in a positive employee experience can help retain top talent.

Turning awareness into action
Recognising these signs is the first step. The next is taking action to address them. Culture isn't static; it's shaped every day by the choices we make, the actions we take, and the behaviours we reinforce. Whether it's encouraging open conversations, simplifying decision-making, or celebrating small wins, every positive step counts towards building a thriving culture.

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I’m Matt. I help companies create meaningful, lasting culture transformations. If you’re looking to shape your organisation’s culture or navigate change more effectively, let’s connect.