Creating Accountability in the Workplace
When it comes to navigating workplace dynamics, many of us go through distinct phases of understanding.
Initially, we may naively believe that hard work and dedication alone will lead to recognition, promotions, and fair treatment.
However, over time, we realize that the system is not always a true meritocracy, and biases, prejudices, and power dynamics can come into play.
This often happens in three distinct phases as my Radical Respect podcast co-host Wesley Faulkner explained on a recent episode.
Phase 1: Self Blame
In the first phase, we tend to blame ourselves when we don’t receive the rewards or recognition we feel we deserve. We question our work ethic, contributions, or the way we present ourselves, assuming that we simply need to work harder or change our approach.
Phase 2: One Bad Apple
As we progress to the second phase, we may start to attribute the issues to specific individuals, such as a manager or co-worker, believing that one “bad apple” is responsible for the unfairness.
We attempt to navigate the proper channels, such as speaking to HR or upper management, in hopes of addressing the problem.
However, in many cases, these channels fail to provide effective solutions, and complaints are often met with secrecy, inaction, or even retaliation.
Phase 3: Corrupt Systems Realization
In the third phase, we come to the realization that the system itself may be corrupt or deeply flawed. The structures meant to address issues, such as HR departments, can sometimes prioritize protecting the company’s interests over employee well-being. At this point, we understand that creating change from within can be challenging, and we may need to explore alternative strategies.
One approach is to create “bottoms up checks and balances” by involving individuals or departments with greater authority or legal obligations. This could involve reaching out to legal teams, directors, or higher-level executives who have a fiduciary duty to address concerns or mitigate risks.
Even if the specific situation remains unresolved, involving these parties can elongate processes, provide more time to seek new opportunities, and potentially discourage further mistreatment, as it becomes riskier for those causing harm.
Additionally, documenting interactions, agreements, and expectations can serve as a crucial safeguard. Creating a “Definition of Done” document that outlines the scope of work, timelines, and acceptance criteria can prevent goalpost shifting and provide a clear record of agreed-upon terms.
It’s important to acknowledge that navigating these challenges can take a toll on mental health and well-being. The disillusionment and sense of powerlessness can be overwhelming. However, recognizing that there are alternative paths and strategies to seek justice or change can provide a sense of agency and control.
While the road may be difficult, it is essential to resist the temptation to become a hapless victim of injustice. Building solidarity, exploring alternative employment options, and creating bottoms up checks and balances can empower individuals to speak truth to power without jeopardizing their careers.
Ultimately, creating a more equitable and just workplace requires understanding the realities of systemic biases and power dynamics, and developing strategies to navigate or disrupt them effectively.
Join me and Molly Fletcher June 25 at 8 a.m. PT / 12 p.m. ET for our webinar for leaders, managers, and professionals looking to enhance their leadership capabilities and create a positive, impactful work environment. Click below to RSVP!
Radical Respect is a weekly newsletter I am publishing on LinkedIn to highlight some of the things that get in the way of creating a collaborative, respectful working environment. A healthy organization is not merely an absence of unpleasant symptoms. Creating a just working environment is about eliminating bad behavior and reinforcing collaborative, respectful behavior. Each week I’ll offer tips on how to do that so you can create a workplace where everyone feels supported and respected. Learn more in my new book Radical Respect, available wherever books are sold! You can also follow Radical Candor® and the Radical Candor Podcast more tips about building better relationships at work.
