Summary: Here I discuss the ‘Ethic of Reciprocity’ in the workplace, often called the ‘Golden Rule’ among those who adhere to Christianity.It simply states that managers are to treat employees as they would wish to be treated themselves. The rule is simple, not as complex as other business philosophies, but it undoubtedly has a hugely positive impact on people’s engagement and overall trust in the workplace.
“Do unto others as you would have them do unto you” (Matthew 7:12)
In its simplest form it is: ‘Treat others as you would like to be treated yourself’ - that is the ‘Golden Rule’ – very simple, it is clear, short, succinct and powerful. Let us treat others with the same passion and compassion with which we want to be treated. This maxim points workplaces in a clear direction, the principle of managers treating employees as they would like to be treated themselves. If we apply this philosophy at work, it will lead to a company culture that is built on reciprocity and a strong bond of trust.
“If you really want to know what another person is like, notice how he or she treats the less fortunate or those without position or title” (Steve Shallenberger)
Although this Christian concept was taught to me in my early Catholic formative years, it is an axiom that is also found in many other religions and cultures around the world; even for the non-religious, it is a tenet for people who believe in humanistic principles. I am sure most of you reading this blog recognise its influence in your own personal lives.
The Golden Rule and the Workplace
All the best companies that follow the Golden Rule in their daily business activities, do so because they know that culture and relationships, rather than transactions, are what matter in workplaces. In this respect, managers need to treat employees like people and not like problems, commodities or numbers in a spreadsheet, maybe put themselves in their place once in a while to have a better understanding of the challenges employees face at the workplace on a daily basis (Read more: Human work is not a commodity).
The Golden Rule maxim has a positive and negative injunction governing workplace conduct:
- Treat others as you would like others to treat you (positive form).
- Do not treat others in ways that you would not like to be treated (negative form).
The rule goes beyond the negative formulation of not doing what one would not like done to themselves (harm-minimisation) to the positive formulation of actively doing good to another that, if the situations were reversed, one would desire that the other would do for them (welfare maximisation).
There is an important difference between what we do and what we fail to do between acts and omissions. This formulation emphasises the need for a positive workplace culture that enhances benefits and wellness to fellow employees, not simply restraining oneself from non-acts or negative activities that neglect, disadvantage or hurt colleagues, e.g. management apathy and indifference, unrealistic objectives, enormous demands and disproportionateworkloads.We need to be fair and treat employees well and not just avoid treating them badly e.g. just securing employment for them. We want to make sure all our employees are fully engaged and fulfilled at work.
Unfortunately, when dealing with the huge pressure of meeting deadlines or attaining shareholder profitability targets, in most cases, the Golden Rule tends to be forgotten by employers. In this respect, business leaders need to stop putting corporate priorities and greed above the needs of employees. I am not arguing for an end of profit, but to prevent businesses from profiting from employee harm and potential exploitation. Profits should be a product of an organisation’s purpose, but not the purpose of the organisation!
“Great leaders are willing to sacrifice the numbers to save the people” (Simon Sinek)
To improve employer-employee relations and create a better work environment, where everyone is treated fairly and with respect, business leaders need to apply the Golden Rule philosophy in all their dealings with people and business decisions. They need to put the welfare of their employees and culture first, before anything else.
If business leaders and managers treat employees the way they would like to be treated themselves, their companies would be honoured with committed, talented and loyal employees, people that go the extra mile, who perform above and beyond what is required to help colleagues and constantly satisfy customer needs to steadily meet organisational objectives.
“A company is stronger if it is bound by love rather than by fear” (Herb Kelleher)
It is not difficult to identify a workplace that treats its people well: employees are proud to be part of the organisation, motivation levels are high, turnover and absenteeism is low, and customers are highly satisfied with the service and products that they receive. Yes, employees that are fully engaged are more committed to meeting customers’ needs which is a key ingredient for continuous growth and business success (Read more: Employee Engagement / Read more: Employee Motivation).
The Golden Rule and People Managers
The Golden Rule for every people manager is this: Do put yourself in your employees’ shoes! Of course, no need to say most managers would like to believe they do. They claim they fully endorse the Golden Rule in their professional and private lives, however, how often do they ensure the Golden Rule is given the same deference as their financial goals? Is corporate social responsibility ever given as much thought as their organisation’s ROI calculations? I doubt it! (Read more: Paying lip-service to Corporate Social Responsibility).
For managers, the maxim needs to be taken one step further in terms of how they line-manage their teams. Do they treat all their direct reports with respect, even those who are not performing? An aggressive manager style, where all involved only want success by any means possible, and do not care if they harm employees in getting it,may work at first, but over time it simply destroys the workplace and the culture of reciprocity and trust that is necessary for long term success.
“Increasingly, management’s role is not to organise work, but to direct passion and purpose” (Greg Satell)
Ensuring managers follow the Golden Rule in their interactions with their direct reports is a simple way to keep their reputation and the organisation’s productivity intact. Managers who follow the Golden Rule don’t exploit others to further their careers, to the contrary, they treat their teams, colleagues, customers, vendors, and competitors fairly. In doing so they preserve their reputation as a great manager and person, which will pay off significantly in the long term.
The manager’s job isn't to criticise, reject, or judge employees, their duty is to offer a helping hand, compassion, and kindness. Remember, for managers, rising above the business demands for more profit, treating employees decently, standing for people's rights, is the ethical and moral thing to do (Read more: Creating a culture of ‘Respect and Trust’).
Final thoughts…
The Golden Rule guides people managers in identifying which differences of situation are morally relevant. The rule is a call to empathy and is essential for moral reasoning in the workplace. It is a reminder, an invitation to look at things more objectively, considering the perspectives, needs and desires of others as well as those of ourselves.
This basic but deep-rooted and everlasting maxim holds truer than any other occupational psychology approach concerned with the welfare and performance of people at work. It is a philosophy that all managers should consider, observe and aspire to: the law of common sense and respect!
In the workplace, where potential conflict and the question of ethics and moral dilemmas frequently arise, having a solid standard that people managers can use as their moral compass in their behaviours and day-to-day decision-making processes is simply priceless.
- Read more: Assessing the ‘Golden Rule’ at Work
- Read more: Does the ‘Golden Rule’ Still Hold Up in our Modern Workplace?
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Disclaimer: The author is making this ‘Opinion Blog’ available in his personal effort to advance the understanding of best practices in workplace related matters. The author assumes no responsibility or liability for any errors or omissions in the content of this ‘Opinion Blog’ or for the results obtained from the use of the information provided. The information is provided on an ‘as is’ basis with no guarantees of completeness, accuracy, usefulness or timeliness and without any warranties of any kind whatsoever, express or implied. The views expressed are solely those of the author in his private capacity and do not in any way represent the views of any entity whatsoever with which the author has been, is now, or is to be affiliated in the future.
