In today's world of 'social media everything', a frustrated ex-employee can do a lot of damage to a company's reputation after leaving. When a really good employee decides to move on, well that's part of business, even if it really sucks! But you want to make sure that an employee's experience right up to their last day is nothing but positive. This is how a company culture thrives when employees decide to move on. There are right and wrong ways to handle an employee who has resigned. Managers are going to face employee resignations sooner or later, so it's best to have the most professional, and honorable approach when it does happen.
It's a scenario many ethics professionals find themselves in. When implementing a whistleblower hotline, comparisons are made between internally run systems, and outsourced third-party programs. What would be the easiest? What would be the cheapest? What will get the job done?
In the air transport business more than any other, the human element is everything. That big plane in front of the hangar is only as good as the man who flies it, and he is only as good as the people on the ground who work with him. - W. A. (Pat) Patterson, President United Airlines, quoted in 'High Horizons'. You're buckled in your seat and your flight has just taken off. Suddenly there's the smell of smoke. The pilot makes an emergency landing and wants all passengers to evacuate the plane. That pilot was then fired for his actions. That pilot is Jason Kinzer, and when he made the decision to bring his plane back for an emergency landing, and evacuate all the passengers, he was let go from Allegiant Air.
"Power is gained by sharing knowledge, not hoarding it." ~Hubspot founder
When your company culture is attacked, it's easy to lay blame elsewhere Seemingly, this is how an article is being perceived, where the Wells Fargo CEO is defending the bank's culture, and pointing fingers at 'bad employees'. Wells Fargo employees secretly opened unauthorized accounts to hit sales targets and receive bonuses. These actions were undoubtedly fueled by the policies and benefits used to motivate employees.
How do experiences transform a company culture? A recent post in Forbes caught my eye. It's titled 4 Types Of Experiences That Define Your Company Culture, And How To Improve Them. The author talks about 'experiences that occur within on organization support certain beliefs. Those believes lead to specific actions which in turn drive results. For better or for worse.' This is based on a book called "The Results Pyramid" that explains that the four components of the pyramid are experiences, beliefs, actions and results.