Companies publish their policies and expect managers to follow them to the letter. The trouble is employee behavior, and the circumstances of their actions often don’t conform to that same construct. Thus, trying to address every situation consistently can be difficult. An alternative approach is to encourage managers to think, use good judgment and common sense, and resolve issues and problems fairly. However, there are obvious challenges to that approach:
· This is the antithesis of a consistent approach
· Managers are often hesitant to use their judgment
· Employees often compare what they get to what others got
· Leaders worry about legal challenges to apparent inconsistencies
· Communicating diverse and exigent circumstances can be demanding
But those shouldn’t force consistency over fairness. Fairness should motivate managers to improve their communication skills, learn how best to handle difficult conversations, and begin to practice situational management. This approach reinforces the need for attentive, engaged, and participative managers to be able to diagnose any situation, understand root causes, and set appropriate objectives. Done properly, fairness is defensible and supports transparency… but admittedly, it’s harder than merely following policy. Let’s face it: being good is easy, what is difficult is being just and fair. In my experience, people hope/want/expect to be treated fairly. And with training, practice and effective communications, people will appreciate being treated fairly. Practice fairness today.
Victor Hugo (1802 – 1885): French poet, novelist, essayist, playwright, and dramatist who wrote abundantly in an exceptional variety of genres: lyrics, satires, epics, philosophical poems, epigrams, novels, history, critical essays, political speeches, funeral orations, diaries, public and private letters, as well as dramas in verse and prose. Whew!
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