6 strategies to tackle misconduct at work

Researchers recommend six strategies to reduce misconduct at work and create the cultures that make those efforts sustainable:

Ensure consequences apply to everyone equally: This was the top factor cited by employees when asked how they would like their employer to confront mistreatment. Unequal accountability is a particularly salient issues for employees, nearly two-thirds of whom report that misconduct is more likely to be overlooked for top performers and leaders.
Create safer environments for reporting: Protecting employees from retaliation for reporting misconduct is a "must-have," researchers say, but just the first step. "Employees need to see that reporting leads to action," they write.
Model from the top-down: More than 40% of employees say leadership can set the tone for civil workplaces. Such behavior, when consistent, "defines the line" between a policy that's simply a "paper shield" and one that is actually effectively executed, according to the report.
Center psychological safety: Managers have a critical role to play in addressing issues and encouraging—or suppressing—workplace behaviors, and they should be held accountable for this, researchers say. "Evaluating managers on team behavior and psychological safety directly targets [the] gap" between a policy that simply exists on paper and one that is brought to life, they write.
Make compliance training more practical: More than one-third of employees are craving better compliance training, particularly rooted in "realistic" scenarios that could equip them with tools to effectively address mistreatment.
Take minor complaints seriously: When incivility or rudeness is tolerated, it "normalizes disrespect" and "sets the tone" for even greater workplace issues. "Early intervention," researchers write, "breaks that progression and promotes accountability before harm escalates."

Employees behaving badly: Are your policies just a 'paper shield'?

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