A discussion is underway at Fast Company by Gary Williams on Code of Conduct, particularly for employees of multi-national corporations.
Before I comment further, I think there is something else that has gone wrong with the relationship between an employer and employee. The employer has demonstrated (through actions) that the relationship exists as long as it is in the best interest of the employer. While I am a big proponent of shareholder value creation, but I also advocate treating your employees right and literally spoiling the best performers. No wonder we now see all kinds of ugly behavior on part of the employees who are less concerned about their current employer but thinking more about their own self-interest.
How do you know where to draw the line?
As some are likely to respond, I don't think that rules, policies, agreements, and threats of legal action is the solution. On the other hand, employees need to be trusted and the employer-employee bond strengthened.
What information is enough when trying to make a new sale or implement a highly technical system?
If an employee feels that an employer is holding off information from her or him because he cannot be trusted, well, that does not go a long way in building mutual trust. This is what I propose:
1. Build trust
2. Respect your employees and they will respect the organization in return
3. Give them what they need to thrive and in return they will work so that the organization will thrive
4. Use legal action for the worst offenders
5. No matter what you do, some information will always go into wrong hands. So manage your risk.
Before I comment further, I think there is something else that has gone wrong with the relationship between an employer and employee. The employer has demonstrated (through actions) that the relationship exists as long as it is in the best interest of the employer. While I am a big proponent of shareholder value creation, but I also advocate treating your employees right and literally spoiling the best performers. No wonder we now see all kinds of ugly behavior on part of the employees who are less concerned about their current employer but thinking more about their own self-interest.
How do you know where to draw the line?
As some are likely to respond, I don't think that rules, policies, agreements, and threats of legal action is the solution. On the other hand, employees need to be trusted and the employer-employee bond strengthened.
What information is enough when trying to make a new sale or implement a highly technical system?
If an employee feels that an employer is holding off information from her or him because he cannot be trusted, well, that does not go a long way in building mutual trust. This is what I propose:
1. Build trust
2. Respect your employees and they will respect the organization in return
3. Give them what they need to thrive and in return they will work so that the organization will thrive
4. Use legal action for the worst offenders
5. No matter what you do, some information will always go into wrong hands. So manage your risk.