Organizations are blessed by having hard-working employees who take pride in their work. I recognize not everyone fits this bill, but hopefully an organization has more of those that do than not. Yet, what becomes problematic for these earnest employees is when their leaders let them down.
I am thinking of the hard-working Wells Fargo employees who day in, day out help their customers, who saw leadership create a culture of cross-selling that led to some illegal behaviors. And, when honest employees shared their concern, they were admonished or let go.
i am thinking of the hard-working employees of energy company Enron whose leaders pursued aggressive and fraudulent accounting approaches with various code names to hide profits and dress up earnings. They also told their employees not to sell Enron stock when they knew the price was artificially propped up.
I am thinking of the hard-working folks of Arthur Andersen, who watched client leaders for their Enron accounting team help Enron’s leaders mask inappropriate activities and not catch others. These leaders brought down an accounting firm with an excellent reputation.
I am thinking of the hard-working employees of Duke Energy whose leaders have been less than forthcoming about a significant breach in a retired plant coal ash site knowing for years a problem existed and not moving quickly enough on some current ash sites where seepage into neighborhood water systems were a concern. Duke’s employees were incredulous by these actions.
I am thinking of the hard-working employees of Marsh and McClennan Companies whose leaders set-up and turned a blind eye to a small part of the company that was steering business and not operating in the best interests of the clients. They paid a huge fine and leaders were asked to leave.
These hard-working employees deserve good, honest leadership. The loss in stock price and jobs wear on them, but also the deflated pride in their companies. I worked for a subsidiary of Marsh and McClennan and it embarrassed and upset me that our leadership would do what they did and not address the problem when it was raised. Plus, being a stock holder through a 401(k) plan, stock purchase plan and some options, I was hurt financially as were folks who also lost their jobs due to the resulting downturn. I knew innocent folks who were asked to leave because of downsizing due to the impact of the malfeasance of this small group.
We need our leaders to be strategic and cognizant of issues, but we also need them to be honest and supportive of their employees. When problems arise, they need to be swift and contrite in addressing the issues. Johnson and Johnson quickly addressed a Tylenol tampering incident many years ago when a nefarious person was removing lids and poisoning the pills. They did what they had to do to weather the storm.
From reading and watching news, apparently more than a few hard-working federal employees are not taking much pride in their new boss. That is unfortunate as they deserve more. So do we, with all of our leaders.