The Workplace Mirror: Culture is what people feel permitted to do

A FEWWEEKS ago, my family began planning a celebration for our mother’s 80th birthday. Once we had agreed on a date and the type of event we wanted, we began searching for a venue. I first contacted one hotel, but after several days I was still waiting for a clear answer. Some of my requests required approval from different managers, and because people were unavailable, decisions were repeatedly delayed. Meanwhile, invitations needed to be sent, arrangements had to be finalised, and we still had no certainty. Eventually, I decided to explore another option.

I contacted Grenadine House, and the experience was noticeably different.

The front desk immediately confirmed that our preferred date was available.

Although the manager was away on business, the process did not come to a halt.What happened next stayed with me. A member of the grounds staff recognised that I needed assistance, took out his phone, contacted the manager, explained my request and connected us. Before the end of the day, the quotation was in my inbox.

Throughout the planning process, every promise was kept, every interaction was courteous, and we felt we were working with people who wanted our celebration to succeed as much as we did.The experience remained just as positive on the day of the event itself.

Some time after we had already paid our deposit, the information I had been waiting for finally arrived from the first hotel. By then, our decision had long been made. As I reflected on the difference between the two experiences, I realised it wasn’t simply a matter of customer service. It was culture. Not the culture described in an employee handbook or displayed on a wall, but the culture revealed by what employees believed they were permitted to do. In one organisation, information belonged to particular people and decisions waited for particular people.The customer had to move through the organisation’s structure. At Grenadine House, employees moved through the structure on behalf of the customer. That is a significant difference.

The grounds employee did not need the authority to approve my requests. He simply recognised that a customer needed help and acted within his ability to move the process forward.

He could easily have said, “That’s not my department.” Instead, he became part of the solution. Whatever had created that sense of ownership, he clearly believed he had permission to act. It reminded me that empowerment is not about giving everyone authority to make every decision. It is about creating an environment where people understand the limits of their role without seeing those limits as the boundaries of their responsibility.