Workplace professionalism was discussed following a sassy Thread revealing a new recruit on a mission to shake up the team by reintroducing professionalism for 2025. With only six months under their belt, their enthusiasm is to be admired.
Although the mission has the stamp of approval from management, setting the tone of the company culture is fraught with challenges.
Let’s explore the red flags to reveal how this may not be the best decision for laying solid foundations, so let’s tuck in!
What is Workplace Professionalism?
Workplace Professionalism will vary across various businesses; it’s a standard set by the person in charge. While one company may require a formal suit, tie and pocket square attire, another business may accept a pair of designer jeans and a collarless shirt appropriately professional.
Workplace professionalism extends far beyond the dress code for the work environment. It encompasses the policies and practices that reflect a business’s values and operational standards. Give a thought to the various company policies in place:
- IT Policy may cover the use of equipment, internet and social media usage.
- Absence Policy will cover how to book leave and the amount of notice required or what to do if unable to attend.
- Expense Policy will highlight what can be expensed to the company and any prior authorised approvals.
It’s for the business owner to establish and align the professional expectations with the business values, mission and long-term goals. The founder is the one with the vision and therefore in the best position to map out and have a clear understanding of the direction of the business to set professional standards. It’s for the person(s) with the final say to decide the approach across the board (internal community, customers, suppliers and other stakeholders).
Workplace Professionalism isn't one-size-fits-all
It’s about setting standards that fit your business.
For more insights on aligning values with practices, sign up for Ethical Insights and start refining your workplace culture today.
The Benefits of a New Recruit
A new hire can bring a fresh perspective, which is invaluable to any company serious about creating the right culture for their organisation. In a welcoming setting, they can spot and speak to the inconsistencies as they become familiar with the existing processes. However, expecting a new recruit to correct these issues in the “settlement” period is unrealistic and counterproductive (unless it’s their role).
The focus should be on understanding the work culture and forming relationships within the team and possibly with key stakeholders. Although they may seem keen, piling on additional responsibility beyond their contracted role risks burnout and gives way to resentment. It is for leaders to welcome the feedback but take the time for investigation. It’s not good practice to hand over the reins to a new person to lead on change management strategies at such an early stage.
Leadership Role in Change Management
Expecting a new team member to manage significant changes without experience in such a specialised area is setting them up for failure. Change management involves reviewing policies, assessing daily practices, and navigating inevitable pushback, all while maintaining alignment with company values.
This is where the HouseRules method excels:
- Define values and mission: Establishing what workplace professionalism looks like for your business.
- Review and Update Policies: Ensuring that rules and guidelines are clear, current and enforceable.
- Compare Policies with Practices: Identify gaps between written rules and everyday behaviours.
- Implement Recommendations: Work with leadership members to address inconsistencies to build and refine a unified culture through change management procedures.
When Workplace Professionalism is Missed
The race for a managerial promotion turned healthy competition into unbearable workplace tension at a beauty salon. In an attempt to remain impartial to the situation, the salon owner, getting bogged down in the daily grind of managing a growing team, struggled to concentrate on the expansion plans of a second location and recruited externally. The first item on the bill is to stop the bickering on the shop floor and bring back harmony.
Great solution for the owner but an unfair disadvantage for the new manager because although they may have some experience with resolving conflict, this one places them directly in the line of fire. It would have been more beneficial for the owner to re-establish the ground rules, reinforcing a minimal level of acceptable behaviour within the work environment. This is where change management and workplace professionalism demand vital input from the person driving the vision.
Realistically, how likely is it for the entire team to embrace the person who “stole” their chance of promotion? Especially where there is a probable expectation for them to show the new manager “the ropes”.
If you find yourself in a similar situation, isn’t it time we have a Sip & Chat about a possible Clean Up? As an objective solution, The Ethical Strategist can review and give your team the best starting position to make impactful decisions or continue to be a guide as they work through the transformative process.
The Ethical Strategist Approach
Through structured conversations and actionable recommendations, the HouseRules method empowers business owners to lead workplace transformations effectively. Instead of relying on an unprepared recruit, management is equipped to manage disruptions and encourage meaningful change management techniques throughout the organisation.
To prevent burnout and unnecessary friction, those in charge can arrange training for team members to manage policies and procedures internally, with periodic support from The Ethical Strategist. This ensures the new recruit isn’t fast-tracked to exhaustion and ethical workplace transformation can occur.
Workplace professionalism begins with clear leadership. By defining and reinforcing standards that mean something to the business, the owner can build a culture towards an interdependent, trusted internal community without unfairly burdening an excited new team member.
Every offer for help is not as straightforward as it may first appear. Business owners need to understand the importance of taking the time to set policies.
Seek guidance from those with expertise and not just a desire to prove themselves worthy. The Ethical Strategist is here when you need that guidance.