People are most likely not tweeting out things like, “My boss seriously lacks integrity.” Instead they’re tweeting, “My boss is dishonest.” Or texting, “My boss is a liar.” Striving for integrity in the workplace does not have to be a burdensome undertaking. In fact, the highest form of integrity is the ability to humbly take responsibility for mistakes made—large or small. From being the one who drained the coffee and didn’t refill it to adding a column of numbers incorrectly—raising your hand and owning wrongdoing shows everyone you’ve created a safe place to work.
Own mistakes, tell the truth and raise the integrity bar in your workplace.
Heading off to a job knowing there is no one available to guide is like being dropped in the middle of the sea without a compass. If leadership is nonexistent at a workplace, the most informed employees will seek new companies able to accommodate their need for superior guidance. Why? Leaders build companies, dream big, connect deeply, act creatively. When those same foundational leaders of a business are absent, the soul of a company gets sick and infects the entire environment.
Invest in leadership coaching, and ensure leaders are accessible to everyone.
The myth that an undervalued or lackluster employee’s desk will be relocated to the broom closet is not so far-fetched. Some workplace settings are just plain drab making workers feel like they might in fact already be in a broom closet, though a luxury one. A booming business wants to capitalize on their momentum and in order to do so must, absolutely, without looking back create spaces that make their employees want to show up for work. The taupe, the grays, the egg white color palette—save those for funeral homes and clinics requiring the antiseptic or melancholy moods.
Bring life to the workspace: real plants, real color, real organization.
Employees do not like a workplace that has a jumble of job titles with people running around doing anything and everything and seemingly nothing all at once. Is the so-called creative director at an agency really answering phone calls and making the coffee? They might need a title review. Or what about the production assistant…are they really doing grip work and assistant directing, too? Maybe they need a title boost. Employees will leave if their role and those around them are not matching the tasks performed.
Clearly define roles and responsibility. Doing so reveals employee surplus and workplace vacancies.
Employees don’t like when managers don’t care about their wellbeing. Perhaps it is because most everyone is raised by people who genuinely cared about their health, their whereabouts, their real life. When the humanity of a workforce is forgotten, employees retaliate by way of a grand exodus. It doesn’t mean managers have to noodle into the personal lives of their employees, but it does mean those same lives matter…and matter more than their vocations.
Weave wellbeing measures into performance goals, reward achievements and watch revenues and happiness rise.