People managers make decisions all the time as part of their jobs. Ethical management means different things to different people.
However, it really just requires that managers set aside their personal opinions and beliefs and learn to think about situations fairly to achieve effective ethical management. Here are 6 key ideas to help you form ethics both in human resources and performance management:
1. Accept that Ethical Management is an Ongoing Process
One of the most important things to think about when it comes to ethical management is to realise and accept that it is an ongoing process. To begin with, you will have to make sure that you have a sound ethics programme in place. This will include, codes, practices, procedures and policies.
As with any change, for effective ethical management to work and be put into place well in the workplace, it also needs to be applied evenly. As such, it’s important to make sure that you often engage in a process of discussion.
2. Consistent and Fair Expectations
Though you may have only some control over the company procedures you are expected to follow, it is in your power as a manager to href=”https://www.makingbusinessmatter.co.uk/managing-employee-relationships/”>control procedures which you plan to set up within your team. Also, how you set up procedures and policies is very important. In order to truly carry out ethical management, it’s important that you set clear expectations. Above all, you also need to make sure that you hold everyone to the same standards.
3. Train Your Team in Ethical Management
One of the key aspects of good ethical management is knowing how best to avoid ethical dilemmas happening to begin with. In order to be able to reach such a stage, it’s important to make sure that all members of your team, and ideally everyone working in the organisation, gets appropriate People Management Training Moreover, all employees should have a clear understanding of the code of conduct.
Ultimately, any ethics in management programme or training that you put in place must turn into changes of behaviour within the workplace. Consider ethics in performance management and human resource management.
According to Nathaniel Lemke, a business writer at Uktopwriters:
‘When ethical management is applied well, there should be a reflection of the underlying ethical values and principles shown in the behaviours and attitudes of employees in the workplace. Simply having policies or ethical intentions in place is not enough. Employees must know how to apply it to their own behaviours and work.’
4. Involve Everyone in the Development of Ethical Procedures and Policies
Employees are more likely to respond well to ethical management when they understand and are involved in their process and implementation. Help your team feel more empowered and develop a greater sense of ownership by urging them to be involved in making ethical policies and procedures.
Bette Fanning, a marketing blogger at Ukwritings states:
‘Make sure that you form a culture of openness and honesty by having an open-door policy. This will help employees to feel more okay with discussing issues with you, thereby helping you to manage problems more effectively and helping to avoid similar issues from happening again.’
5. Ensure Your Decision-Making Process is Transparent
You will sometimes have to make decisions that are unpopular or which your employees don’t like or agree with. However, by making your decision-making process clear, employees will be more likely to accept your choices and the ethics in human resource management will be clear.
This is because they will get the process and reasoning for your decision. This will help you to build trust and allow you to work more productively as a team.
6. Be a Role Model of Ethical Management
When it comes to great ethical management, engaging in honest self-reflection is very important. You need to make sure that you treat people fairly and with respect, even at times when they strongly disagree with you.
This will set an example for the type of behaviour you want from your employees. But, remember that you need to hold yourself to the same standards and expectations that you want from your team.
Conclusion
Great ethical management begins with clear policies and procedures, which are applied fairly to everyone. By setting a good example, you can help your team to develop a more ethical workplace and culture. Finally, make sure that you involve everyone in the process, and give them good training so they too can form their own ethical working practices.
