not know how to talk to people. He is so rude.”
that he has worked here for seven years in HR under XXX.” That statement
changed the conversation immediately.
difficult to work for. It was like he had a vendetta against anyone that walked
through the door. So as the saying goes, the apple does not fall far from the
have not, my father has a favorite saying for you — “Just keep on living.”
I had a boss in a prior job that took pride in that
approach. She was proud of the fact that when she visited one of the other
offices, no one would look her in the eye because when she did show up, layoffs
always followed. She simply loved the dynamic of that perception.
greatest learning environment is working for a terrible boss. You get a
front row VIP seat to hypocrisy, favoritism and fear mongering. These type of activities undermine honesty and integrity at
work. As a matter of fact, they are the trifecta of the biggest ethical
problems in the workplace.
broken promises they frequently see. I was involved in a situation years back
where I was told by senior leadership that I would be a candidate for a top
role. Very excitedly, I prepared — and prepared some more.
executive head hunter who told me that my company was going to focus on looking
outside and would not be considering internal candidates. When I requested a
meeting with senior leadership to get some clarification, all of a sudden
everybody was too busy to talk and I could not get the appointment. With
that, I made my decision and I was gone within two weeks.
are perceived as wishy-washy,
no one believes in you anymore. In my situation. the trust was broken and that
could not be repaired. In hindsight, it was the best career move I ever made.
ignite a troubled workplace. But, they are not the sole province of leadership
because they can also come from employees and departments within the
turnover metrics, because the numbers were creeping up and there was
considerable churn within the company. Once I started digging down into the turnover metrics, it
became apparent that the driving force for our company turnover was in one
department. That department was run by a manager who would not step up and
manage. His departmental No. 2 was full of hypocrisy and favoritism and wore
them like a badge.
stabilized. The point is, we always pair leadership with bad behavior, but in
the right atmosphere, this can permeate an entire organization.
tone in your workplace
rapidly through the organization. When employers play favorites or look the
other way on some questionable behavior, they are doing more harm than they
realize in what is an already ethically challenged society. Yes, they are setting a clear tone of unethical leadership
within an organization.
profile and play it to Oscar-worthy performances. In grade school it was called
being the “teacher’s pet.” Once someone felt that, they plowed through everyone
else with the force of an out-of-control car.
in the workplace. The main focus of a business will always be the bottom line,
however creating a fertile work environment should also take center stage
because there is a direct connection between the bottom line and the
organization’s work environment.
Google’s or the Facebook’s of the world. I’m talking about an incubator that
creates a workforce environment that is stress free, collaborative, and most of
all, free from all the self-serving foolishness that goes on in all-too-many
closely to the voices of your troops. They are on the front line and can help
target the miscreants that make everybody’s work life miserable.
because words on a document mean nothing unless everybody buys in. Let
the miscreants know
that you will not tolerate their bad behavior for a second, regardless of their
down and your workforce will love you for it.