Firing For Lack of Integrity—Integrity Matters Part 3

We agree that it is important to be a company that customers feel is led by and employs a staff that has integrity (see Part 1: Does Integrity Matter?), and we have explored strategies to interview and hire staff members with integrity (See Part 2: Hiring For Integrity). Now let's look at maintaining high expectations that our team members demonstrate integrity on the job—that they are dependable, loyal, honest, use good judgment, and show respect for others. Standard's Core Values: Hardworking and Self Motivated, Do the Right Thing, Problem-Solvers, Positive Attitude, and Customer-Focused help us measure our employees' performance and what they bring to our organization. Your organization's Core Values most likely include similar attributes, including Integrity, and can be a great point of conversation during these difficult-to-have discussions.   

Even when a team member successfully makes it through the interview process, you have to give it some time to determine if their level of integrity is sufficient for your organization. For example, if a new employee reveals three instances within the first 3 months of probationary employment that they are not dependable, loyal, honest, do not show that they use good judgment, or they disrespect others, it is time to move them on. 

However, when an employee makes it through your probationary period by demonstrating that they are dependable, loyal, honest, use good judgment, and are respectful of others, it is time to move them to permanent status. However, this does not mean the integrity quotient does not need to be monitored going forward or that employees should not continue to be encouraged to perform their job by demonstrating the highest level of integrity possible. Because, if a longer-term employee begins to develop cracks in their integrity, as an employer who wants to maintain a high level of integrity in their organization, any situations need to be addressed head-on and proactively—you owe that to your other team members and your customers.

Never forget that reputation is critical to your long-term success. And that your organization’s reputation will be built by leaders and team members who others feel consistently demonstrate a high level of integrity. That they are 1. Dependable, 2. Loyal, 3. Honest, 4. Using Good Judgement, and 5. Respect Others. Use the resources provided here to build and maintain that team.

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