Today’s new work environment is characterized by frequent organizational change. In fact, 84% of companies experienced at least one significant companywide change over the past two years, and more than 65% experienced multiple company-wide changes.
CEB research found changes in employees’ work environment — dubbed “career moments”— can disrupt established patterns of workplace behavior and increase the risk of misconduct. High-change environments, where employees experience multiple career moments during a year, can have as much as three times the amount of misconduct as more stable work environments.
How Can your Organizational Leaders Reduce Employee Misconduct by 42%?
There are three key steps that executives should base their risk management efforts on: 1) understand, prioritize, and address the highest-risk career moments; 2) integrate and reinforce ethics in change management strategies; and 3) help managers during career moments with targeted tools and resources.
The L&D function can play an important role in driving ethical behavior and reducing employee misconduct. L&D should focus on three opportunities to help lay the foundations of ethical employee behavior and decision making, as well as to provide support to compliance and legal:
- Exchange Best Practices – share the function’s expertise on learning design, transfer, and application with compliance and legal teams.
- Embed Ethics into Development Interventions – build ethical leadership and ethical conduct into learning programs.
- Ensure Your Team Models High Ethical Member Standards – speak to team members about the importance of ethical behavior and reinforcing that across the organization.
Read more by downloading Learning Quarterly: Q4 2013.
Learning Quarterly is a publication from CEB Learning & Development Leadership Council. Our aim is to provide a range of articles addressing issues affecting Learning and Leadership Development professionals, key trends affecting the function, and best practices and innovations from our members.