POPin Blog

The Price of Passive Resistance

“Passive resistance” is a term most frequently heard in discussions revolving around social justice issues and boycotting, not necessarily corporate culture. But alas, passive resistance among your employees can do serious harm to your organization. This can come in the form of procrastination, meaningless meetings, and incoherent goals. Passive resistance is often the result of a team uncomfortable to voice their true thoughts. The team instead quietly sidesteps around the issues, never fully conversing and committing to initiatives. In a 21st century marketplace moving at lightning pace, your organization can’t afford to act passively in any way. Here are just four ways your organization pays when your team is playing the passive resistance game:
  • “Hot potato” responsibility. This term refers to responsibility being passed from team member to team member, with nothing truly getting accomplished. Commonly diagnosed with phrases such as “you’ll have the run that by x” or “x really has the expertise to handle this,” hot potato responsibility is a quick way for team members to passively resist new initiatives. While there’s nothing wrong with getting a second opinion or referring a more qualified team member for the job, if leaders feel that they are constantly hearing these phrases, it might mean a glitch in the trail of communication from leadership to team.
  • Delayed change. Hot potato responsibility leads to delayed change. If team members are constantly dragging their feet and avoiding the responsibilities of new initiatives, ground-breaking ideas simply won’t be realized. It pays to be on board with change in this era of revolution, and
  delayed change is a hefty cost that your organization may not be able to incur.
  • Lack of dialogue. Passive resistance is the result of a bigger problem pointing to lack of dialogue. When your team isn’t partaking in frequent, honest conversations, your mission and its execution become blurred. Keeping everybody on track doesn’t have to mean long meetings or email change. An easy-to-use platform for recording honest employee feedback, such as POPin, encourages candid dialogue without the stresses of meetings or offending a superior. With POPin, leaders can ignite the dialogue and teamwork needed to pursue game-changing ideas.
  • Static progress. If your team isn’t communicating, they’re not moving forward in the same direction. While each employee’s progress may seem great individually, if your team is moving in different directions with different goals in mind, your organization will never accomplish any real goals. Passive resistance appears in scattered teamwork and confused team members.
Passivity shouldn’t be a word in your team’s vocabulary. We’re in a time of innovation, and the leading organizations are the ones that execute with strength, integrity, and commitment. Passive resistance is a difficult obstacle because it can’t be met with direct dialogue. POPin can help. POPin is an easy-to-use platform for anonymously recording employee feedback and giving leaders the tools and information they need to inspire a motivated team. Use POPin to establish consensus and keep moving forward in the right direction.