“ Disciplining yourself to do what you know is right and important, however difficult, is the path to pride, self-esteem and personal satisfaction. ” ~ Margaret Thatcher
The human tendency to compare ourselves to others is pervasive: we look at our neighbor’s lawn, car, or house and compare them to what we have. This applies to our appearance as well as our opportunities.
When we see a more enviable situation on the other side of the fence, we have two reactions: either we recognize the work and sacrifices of that person and we rejoice for them, or we feel jealousy. The feeling of jealousy often focused on the result, without taking into account the process that led to the success.
But if you learned that these material goods or this advantageous situation were the result of undeclared income or illegal activities, how would you feel?
You will probably find the situation unfair and lose respect for the individual in question.
You may be tempted to report the person (easier for fraud than for some other types of crimes 😊). You may question the righteousness of your approach and what it brings you.
The only conclusion that is certain is that you will feel uncomfortable with the situation. Why?
Most of us have difficulty, if not inability, to accept injustice.
Fair and equitable leadership
The same phenomenon is evident in the micro-societies that are companies. As mentioned in previous articles, one of the favorite pastimes of employees is to observe the behavior of the leader or manager in place, seeking to determine if this person is trustworthy. It is therefore essential to embody fair and equitable leadership.
This requirement is all the more important today, with the rise of egalitarian movements, which call on organizations to guarantee equal pay between men and women, as well as to offer everyone access to different positions, provided that they possess the necessary skills.
For a leader, adopting a fair approach has many benefits. It builds trust and earns the respect of his teams. Such an attitude strengthens the feeling of being valued by employees, who then show more loyalty and commitment to the team and the organization. These factors contribute to increasing employee retention and team productivity.
As the last paragraph illustrates, being a fair leader allows organizations to achieve a critical goal: increasing productivity while retaining employees. Another key element that is often overlooked: trust.
To inspire this trust, a fair manager will:
- Define goals and timelines
- Establish expectations for group members
- Confirm everyone’s roles and responsibilities
- Verify mastery of the tools in place
- Add missing tools
- Provide training
- Ensure compliance with the rules in place
- Take the necessary steps to correct the situation
We often think of fairness and justice in terms of compensation and access to positions, but it is equally crucial for a leading manager to be fair in the day-to-day management of his or her team. It is easy to establish rules on paper and inform employees of them.
Similarly, disciplining problem employees is often less complicated because there are many opportunities to do so. However, the situation becomes more delicate when it comes to disciplining an employee you particularly like.
This is where the real challenge lies. Will you be able to exercise justice and treat everyone fairly? If you fail, you risk losing the trust of the team, or causing whispers of playing favorites.
On the other hand, if you stick to your principles and the employee is as competent as you believe, he or she will understand the reason for the punishment and your explanation, thus strengthening his or her trust in you. Perhaps not immediately, but certainly in the long run.
Remember: Taking a fair approach helps maintain team cohesion. Seeing fair treatment will make team members more likely to work together to achieve a common goal, which will foster a positive work environment.
Advice
Limit or avoid participating in non-corporate social activities with your employees. It is entirely appropriate, and even recommended, to attend official company events such as Christmas parties, BBQs or social club activities, as these opportunities allow you to get to know your employees better than in a professional setting.
On the other hand, it is best to avoid more informal outings, such as having a drink or going to eat with certain employees, in order to maintain a balanced professional relationship.
Also, avoid connecting with your employees on social media. These platforms can expose personal information that you should neither share nor know.
If an employee asks you to connect on social media, politely explain that your refusal has nothing to do with the person, but is intended to respect your role as a representative of management, both inside and outside the company.
During disciplinary meetings, always ensure that a union representative or other third party is present to avoid any delicate situation where your words could be put in opposition to those of the employee.
Never hold a one-on-one meeting with an employee in your office with the doors and curtains closed.
Limit all physical contact to a handshake.
Finally, avoid inappropriate jokes, which could be perceived badly and harm the professional atmosphere.
Perceptions
Please note: you are not your employees’ friend, but their manager. This does not prevent you from being friendly, smiling and open in your conversations with your employees, but I believe it is professional to keep a little distance to avoid rumors and misinterpretations.
When reading my advice, some people might think that I am intense and that these measures are useless. Let’s be clear, I am someone who has an excellent sense of humor and I love to laugh and have fun both at work and in my personal life.
However, it only takes one inappropriate action or word (real or perceived) to tarnish a reputation you’ve spent years building. Personally, I’d rather make that sacrifice and accept that some employees will say I’m too rigid, than risk compromising the integrity of my career.
Being fair will give you a good reputation and if this attitude is general among the members of the leadership group, it will be very easy for your organization to attract good talent who will want to work for people of integrity and respect.
In short, good leadership is crucial to establishing a healthy, productive and harmonious work environment. This not only maximizes performance, but also creates an organization where employees feel respected and engaged.
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Need help improving your leadership skills or building a culture of caring leadership? Do not hesitate to contact me. I will be happy to listen to you and provide you with the tools you need for the future.
Always remember: how does your mood impact your performance and overall attitude? Imagine if all your employees or collaborators were happy…
Carl-Michael Tessier
Coach in high-performance team development and tailor-made support
“ The golden rule is to act fearlessly on what you believe to be right. ” ~ Gandhi
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