A positive workplace culture is an invaluable asset to an organization. People disengage at work when they feel disrespected and dismissed as unimportant. One of the most egregious acts that leads to such feelings are when bosses do not consult with them or inform them in advance of a decision that will directly affect them in their positions. This is especially true of decisions made on promotions of people who are viewed as unqualified compared to others who have better credentials and better understand the workings of a department or organization. Decisions made because of nepotism, cronyism or good old fashioned politics are destructive to employee morale and cause major long-term damage to a culture of fairness and consideration that we all crave.
This is even more problematic when an organization touts that it is committed to creating a culture that is fair and respectful, a culture where its employees can flourish. When the stated goals do not match up to day-to-day reality, cynicism and eyeball rolling preempt any progress that is attempted to be made. Organizations that claim to want to know when a boss is being unfair or disrespectful and that retaliation against a complaining employee will not be tolerated are naive about how the workplace operates. Even when complaints are filed, the fact is that often human resources usually has difficulty with having the power to institute change or lacks the will to do so.
A combination of all of these components is lethal to organizational culture, and in turn employee loyalty and productivity. People will simply not tell the truth out of self-protection. So here is a simple way to keep your employees engaged and feeling respected: discuss decisions that are being made that affect them BEFORE the decision is made and BEFORE the decision is announced to the entire organization. In addition, a justification for the decision is also warranted so that, even though employees may not like the decision, they understand why the decision was made. Doing so will go a long way toward creating a positive workplace culture. Not doing so will quickly erode any efforts toward creating a positive culture.