DO NOT HAVE DIFFERENT STANDARDS OF CONDUCT FOR DIFFERENT PEOPLE
We have been discussing things NOT TO DO as a leader. Probably the number one thing that will get you more disrespect than anything else is this: Having different standards for different people.
Do Not Play Favorites! Do not allow some people to get away with certain things and try to discipline others for the same infractions!
Do not allow some of your “favorites” to show up late for work or return late from lunch – but berate others for doing the same thing. Do not publicly talk about some failure of one or two people but overlooking the same shortcomings in others.
If you want to be successful, establish the standards. Make yourself live up to or even exceed the standards you expect from others. When the standards are not met, do not “make examples” immediately. Take the Biblical point of view…
Pull that person aside and explain what you have observed and help them to identify ways of making sure the standards are met next time and into the future. If that fails to bring about the desired results, step up the game to the next level.
Pull that person in with another manager or supervisor and explain, again, what the standards are and how you expect that person to perform in the future. Get their “buy in” to what is expected. Then, outline the importance of what you expect them to do. Do not threaten them with termination, punishment or anything else at this point.
If the standards are STILL NOT MET, now it is time to pull that person in one more time with a supervisor or manager. Lay out the prior discussion. Remind them they agreed to meet those standards. Find out if there is a valid reason (not an excuse – a reason) for the standards not being met.
If it is a valid reason, find a solution to fix the problem. If the person just makes an “excuse,” it is time to “lay down the line in the sand.” Make sure they understand, any future disregard for the standards will leave you no recourse but to find someone else to do the job. Do not threaten them with termination…just leave them with the thought, “I will have to find someone who can do the job.” They will get the message.
If it happens again, take the appropriate action. You have given them every opportunity to keep their job. You have helped them several times to find a way for them to meet the standards. It is time to let that person go from your employment.
Now, back to the beginning…
If you FAIL to take the termination action after all of that, you will lose the respect you have among the rest of your team. They will no longer believe you when you “lay down the law” to others. And if that point comes and you fire someone for something similar, you will probably be hearing from a lawyer about “favoritism” in the work place.
Save yourself the heartaches. Set the standards. Hold yourself to the standards. Enforce the standards. Follow through on holding people accountable for performing to the standards.
Check out this topic on my YouTube Channel: https://youtu.be/S7W3C5P3YBYby