One of the essential ingredients in forming an effective and welcoming workplace environment is organizational integrity. It is also one of the four CODE components of the adaptive leadership model.

Workplaces with high organizational integrity attract better job candidates and retain good employees longer, even in a highly competitive job market. For this reason, it is important that an organization’s leadership exemplifies the following principles: transparency, consistency, fairness, and honesty.

Putting these concepts into practice goes far beyond simply writing a company value statement or penning an inclusive, flowery mission statement. Embracing these values means that leadership must put forth genuine effort and take specific actions to ensure organizational integrity.

Transparent and Clear

HR professionals and recruitment experts will attest that clear and accurate job descriptions are critical for matching the right person to the right role as they set employee expectations regarding duties, responsibilities, and compensation.

This need for clarity applies to all staff and continues throughout their entire tenure with the organization. Whether in a written document or through verbal discussions, expectations and directions should always be clear, direct, and concise.

It is also important that vital information about the company that could directly impact employees, such as loss of major projects or an upcoming merger, be shared intentionally and freely with staff. Not addressing such issues directly and openly, known as information hoarding, fosters distrust and unease amongst all employees.

Consistent and Reliable

It is no secret that many workplaces struggle with getting employees to consistently show up for work or to reliably show up on time for their scheduled shifts. While employers may be limited in their options for addressing this challenge one question that is often overlooked entirely is whether or not leadership is setting a positive example.

While company policy may allow flexibility for salaried employees to adjust their schedule as needed, it is important to consider the optics as well. It is more difficult to ask hourly employees to be reliable and punctual when team leaders and supervisors appear to come and go as they please.

Rules must be applied consistently across all teams, all departments, and all staff. Exceptions should be rare; otherwise cases of favoritism will be common, which is severely damaging to organizational integrity.

Equitable and Fair

Though it can be a bit tricky, it is important to examine one’s own unconscious biases in order to promote equity and fairness in the workplace. Bias training and the development of communication skills can both be instrumental in reducing the effects of disparity across employee experiences.

It is absolutely vital that supervisors and leadership avoid favoritism and are consistent when it comes to disciplinary actions. If one employee suffers harsher repercussions than others for the same violation, it not only may lead to conflict and dissension among the staff, but might also open the employer to legal liability.

All employees should be equally encouraged to attend professional development opportunities or apply for promotions when appropriate.

Honest and Trustworthy

It is important for leaders to foster an environment that encourages feedback without the fear of reprisal or personal conflict. Management can achieve this in part by genuinely listening to staff suggestions without bias or being defensive.

Leadership must also lead by example by being candid and sincere with team members regarding all aspects of the business or organization.

Companies love to share their success stories with employees. However, downturns or obstacles the company is currently facing should also be discussed openly. Such transparency helps to build trust.

It is equally important that leaders follow through whenever they promise to do something. If they do not, employees will come to distrust their managers or the company itself, and are likely to seek employment elsewhere.

Conclusion

Transparency, consistency, fairness, and honesty form the foundation of organizational integrity. Businesses and associations with high integrity are more effective in their mission as they attract and retain greater talent.

The opposite is also true: workplaces with poor integrity tend to devolve into toxic environments which push out quality staff members and their negative reputation may scare away potential job candidates.

As with all shifts in company culture, these values must first be demonstrated by the leadership team, setting an example for all team members to follow. Commitment to these values takes time and effort, but the results are certainly worth the investment.