How to Implement Tough Business Decisions Without Getting Sued

THE VISION:

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.

THE PLAN:

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.

THE CULTURE:

» 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’ve ever asked, “Why can’t we get things to change the way we want them to,” we know what you’re talking about.