Every organization lives on two levels: the level of the things we see and that of things unseen.
The organizational life we see is made up of all of our daily involvements, including strategy, goods and services, customers, policies, performance management, visible parts of culture and much more.
This obvious life of the organization is where we put almost all of our attention, but for all the hoopla, it’s not where the real action is.
It’s exciting, dynamic, and bursting with possibilities. Creativity, innovation, commitment and empowerment all happen here. Real and lasting change, when it happens, happens here first.
To understand the secret life is to understand the organization. Yet, for all its mighty potential, it’s almost always neglected and even consciously avoided.
The Veritas Group enhances your organizations ability to utilize and leverage the vital power of this hidden level.
A culture where employees don’t become plaintiffs.
When employees feel that they have no recourse, no power, and voice, they sue. It’s their only source of power and they only way of being heard. Create a culture in which employees feel empowered and heard.
» Create a culture in which employees feel that they can speak up and even complain, and where they feel they will be heard.
» Create a culture where employees feel that you are communicating with them.
» Create a culture of integrity where one standard fits all: everyone is held to the same values, even the boss.
» Remove blame; concentrate on behaviors and results not judgments.
» Treat all people with respect no matter how menial their work or how stupid their mistakes.
» Build trust by being trustworthy. Do what you say you’re going to do.
» Don’t be an arrogant, remote boss. Remember it’s easier to sue people you don’t like or respect.
Create a Crisis Plan for how you will handle lawsuits, whistle blowers, union threats, etc.
» Don’t wait for disaster to figure out what to do; have a plan and stick to it!
» Don’t trust difficult decisions to knee-jerk reactions.
» Question your own assumptions /mental model about how you run your organization.
» Know what you want. The very first item on the agenda for organizational policy makers is to answer the question, “Do we really want a culture of open communication?
» Create official policies that promote integrity and communication. Employees know you’re serious when you make it official. Listen when people have a complaint.
» Respond openly and appropriately.
» Walk the talk. What you really do when an employee has a complaint will matter way more than what you say.
» Reward desirable behavior: you’ll get what you reward.
If you have any questions about how to prevent workplace lawsuits please send me a note from our contact page or email me at ADavid[at]theveritasgroup.com.