How to Create a Code of Conduct
Corporate codes of conduct are a great way to establish your organization’s core values, expectations, and culture. For many companies, a code of conduct can make a real difference in employee behavior. In this blog, we'll explore the key steps to creating an effective employee code of conduct that provides clarity and helps promote a positive workplace culture.
Developing a Code of Conduct
There are a few steps involved in developing a strong code of conduct.
#1: Identify the company’s core values.
Your company’s core values are the groundwork for an ethical organization. When writing or revising a code of conduct, it’s important to consider the risks and challenges of your business and then formulate the principles that will guide ethical behavior.
A good code of conduct outlines the internal standards for how management should operate, in addition to employee behavior. Your code of conduct is a good opportunity to address sensitive issues that may generally be off-limits, such as interoffice relationships or harassment of other employees. It should address acceptable behavior and values but not be so specific that it creates resentment.
#2: Get input from the employees.
In many organizations, a code of conduct is written solely from a management perspective.
Employees should be an integral part of the process of developing the code of conduct. Leaving out employee opinion or feedback can create difficulty with employee buy-in. The more feedback employees can provide, the more invested they feel as part of the organization.
Gathering broader input also increases the diversity of thought that goes into your code of conduct.
#3: Ensure the code is implemented effectively.
Once your code of conduct is developed, it should be introduced to employees in a positive, non-judgmental manner. It should be an optimistic time, emphasizing how the company is moving forward in developing sound business practices for the organization.
Codes of conduct are little more than paperwork unless they are communicated through appropriate channels and integrated into your organization’s practices. A code of conduct should inspire and be enforced by clear and concrete policies.
During the rollout, you’ll want to communicate the importance of the code and the overall goals of what you are trying to accomplish.
Tying your introduction of the code into compliance training will emphasize the expectation that the code will be enforced, and it will help employees get a handle on expectations.
#4: Ensure visibility for your code of conduct.
In addition to current employees, your code of conduct should be disseminated to the board of directors, customers, business partners, and potential employees.
It should be reflected in certain business communications to emphasize its importance and keep your commitment to higher standards at the front of everyone’s minds.
#5: Keep your code of conduct current.
Codes of conduct are not written in stone. They need to be living documents. Changes in the organization, industry, and regulatory requirements occur every year. Failing to keep current on changing risks and challenges is a common mistake.
A periodic review may be necessary to assess whether it's effective and if new information needs to be added.
At the same time, changes to the code shouldn't be too frequent; gaining employee buy-in and re-training on a revised code takes time and effort.
Learn More About Ethical Guidelines
Having an ethics guide for compliance at work is essential to the overall success of your organization.
If your company needs to develop or refresh a code of conduct, we offer a complete range of web-based courses to guide you through the process and ethics/conduct courses that help you integrate your code into the fabric of your organization.
Check out our code of conduct courses today to get started!
