Picture this: You’re excited about a fresh idea that could streamline your team’s workflow. You share it with your colleagues, only to hear the dreaded phrase: “We don’t do that here.” Cue the eye roll and deflation.

Welcome to process bias—where people cling to “the way things have always been done,” even when those processes are inefficient or outdated. It’s frustrating, it stifles innovation, and it can seriously hurt the business. Here’s why process bias happens, how it impacts workplaces, and what you can do to shake things up.

What Is Process Bias?

Process bias happens when employees resist change simply because it challenges the status quo. Instead of evaluating new ideas objectively, they default to what’s familiar.

• Common Excuses Include:

  • “That’s not how we do things here.”

  • “If it’s not broken, why fix it?”

  • “We’ve always done it this way, and it works fine.”

While the comfort of routine can feel safe, process bias kills creativity and stops teams from evolving.

The Hidden Costs of Process Bias

When employees refuse to change how things are done, it comes at a price:

• Stifled Innovation: New ideas get dismissed before they’re even explored.

• Wasted Resources: Outdated processes are often inefficient, costing time and money.

• Employee Frustration: Forward-thinking team members feel unheard and demotivated.

• Missed Opportunities: Your competitors who are willing to evolve? They’re gaining ground.

Why Does Process Bias Happen?

1. Comfort with the Familiar: People stick to what they know because change feels risky or uncomfortable.

2. Fear of Failure: Trying something new means there’s a chance it might not work—and that’s scary.

3. Lack of Trust: Employees may feel their ideas won’t be taken seriously or supported.

4. Poor Communication: If the benefits of change aren’t explained clearly, resistance is inevitable.

How to Break Through Process Bias

1. Ask Why—Challenge the “We Don’t Do That Here” Mentality

When someone pushes back with, “We don’t do that here,” respond with curiosity, not frustration.

• Ask Questions:

  • “Why don’t we do it that way?”

  • “What risks are we concerned about?”

  • “Can we test the idea on a small scale and see how it works?”

Pro Tip: Sometimes, hearing themselves justify resistance helps people realise their reasoning doesn’t hold up.

2. Focus on the Benefits

People resist change when they don’t see what’s in it for them.

• What to Do: Clearly explain how the new process will save time, improve results, or make their job easier. Use real examples and measurable outcomes where possible.

• Example: “This tool might seem unfamiliar, but it will cut report prep time by 40% and let us focus on bigger priorities.”

3. Start Small: Test Before You Transform

A small pilot or trial removes the pressure of an “all-or-nothing” change.

• What to Do: Suggest testing the new process with a small team or for a limited time. If it works, it’s easier to gain buy-in across the board.

• Example: “Let’s trial this new approach for a month and compare the results. If it doesn’t work, we can go back to the old way.”

4. Build Trust and Open Dialogue

Employees may resist change if they feel excluded from the decision-making process.

• What to Do: Create a culture where all ideas are welcome and team members feel safe suggesting improvements.

• Pro Tip: Acknowledge process concerns while still encouraging new approaches. For example: “I see why the current system feels comfortable, but let’s explore how this new approach could help us.”

5. Celebrate Wins and Learn from Failures

Show that trying new things—whether they work or not—is worth the effort.

• Celebrate: Highlight successes when a new process works. Share the impact it had on results, time, or morale.

• Learn: If something doesn’t work, focus on what you’ve learned rather than pointing fingers.

Growth Requires Change

Process bias is a silent barrier to progress, but it doesn’t have to be. By challenging the status quo, focusing on benefits, and encouraging a culture of curiosity, you can move past the dreaded “We don’t do that here” mindset.

Because here’s the truth: great teams evolve, adapt, and innovate. Don’t let fear of change hold you—or your organisation—back. Embrace new ideas, and watch your workplace continue to grow.