Code of Conduct Training…Does it really work?
I remember having to take our code of conduct course every year on our corporate computer base training (CBT) program. This quick course would remind everyone of how we were to treat other employees and our customers. What was always amazing to me was that many times I saw the exact opposite of our code of conduct values being carried out between employees. I saw people being degraded, cursed out, harassed, and singled out for being different and even bullied. The interesting thing was that this was sometimes right after someone took the CBT. I thought, “What a joke!” People knew what they were supposed to do to pass the test but did not practice what was expected of them. Basically, they created their own culture because there was none present.
In order to truly affect a negative culture you have to understand how culture is built. Culture has three layers: surface, shallow and deep. In order to affect the culture of an organization we must understand those three layers and how they work.
For instance, imagine an ice cream sundae in a glass with a cherry on top represents culture. The cherry on top would represent the top surface level of culture—it’s bright and what people see first. The ice cream in the glass would represent the mid (shallow) level of culture; our attitudes and the way we act on unspoken rules. Now, the glass represents our lower deep level of culture. Just as the glass holds its contents together, deep culture does the same thing. Deep level culture affects our conscious knowledge and unconscious assumptions that govern our worldview. This affects how we view good or bad, our spirituality and our beliefs.
In order to effectively change workplace culture, the deep culture of the organization will have to change. This will require not only having a value system but implementing that value system for the employees and creating a belief system that values all. Change does not take place because a few emails are sent out citing the values of the organization or through a code of conduct refresher once a year. Changing the culture takes training, time and patience. Creating an environment that is healthy and positive plays a powerful role in determining employee work satisfaction, relationships and progression.
- Research by Deloitte has shown that 94% of executives and 88% of employees believe a distinct corporate culture is important to a business’ success.
- The survey by Deloitte showed that 83% of executives and 84% of employees rank having engaged and motivated employees as the top factor that substantially contributes to a company’s success.
- A Leadership and management style that encourages teamwork, open and honest communication is vital to creating a positive feeling in the workplace. Dr. Pragya Agarwal (Forbes.com)
- Corporate cultures that are lacking in key departments, or even starting to turn toxic, can prompt employees to become indifferent about the work they are doing, damage trust in leadership and increase the chances of infighting among teams. Forbes Coaches Council (Forbes.com)
Allen Forbes
Author, Speaker and Team Building Guru
info@AFspeaks.com
