Compliance Commando Stand Down: Promoting a Culture of Compliant & Ethical Success - Getting the Troops Fired Up!

Success—whether in military operations or business—depends on core values that unite and drive people toward a common goal.  Even when employees come from vastly different backgrounds, their shared commitment to the business unites them. That’s why a strong culture that’s rooted in core values keeps teams aligned.  In the same way a rousing pep talk rallies troops before battle, a strong organizational culture energizes teams by reinforcing those very same shared motives.

But how do we emulate the passion and motivation that military troops have within our organizations? Here are a few ways that you can rally your own “troops” to strengthen your company culture.

Reinforce the Mission: Culture Touchpoints

Leaders at the highest levels —your ‘commanders,’ like the CEO—should reinforce your core values across the organization. A great way to emphasize your values is to have touchpoints during employee meetings. All it takes is a few seconds to mention a core value and how it was exemplified in your day. It’s a free and convenient way to reinforce your culture.

Take the following example, for instance…

“Today’s core value touchpoint is safety. It’s very hot today, I hope you are all staying hydrated and taking care of yourselves! Before we start the presentation, I wanted to mention that my laptop cord is on the floor here. Please be careful in this area, I wouldn’t want anyone to trip! With that being said, let’s get started…”

Keep the Chain of Command Open

Leaders set the tone for company culture. Their interactions should be open-minded and growth-oriented. Avoid these common closed-door responses that shut down dialogue:

• Dismissing concerns outright, such as saying, “Oh, don’t tell me that!” or “I don’t want to hear that,” creates a culture of silence.
• Placing unrealistic demands on employees with statements like, “I don’t care what it takes, just get the job done” can lead to ethical risks and burnout.
• Telling employees, “Don’t come to me with problems, come to me with solutions” ignores that leadership is charged with oversight of the problem-solving process. Sure, it empowers the troops to collaborate with them by asking “how do you propose we overcome this challenge?” - indeed, some of the best ideas come from the “front-line.” However, leadership should actually solve the challenges and problems brought to it. Encourage employees to share concerns and work with upper management to create solutions - and thank employees for doing so! 

Ensure Your Team’s Voice is Heard

Leadership can only do so much—understanding how the team feels is just as important. To truly understand your company’s culture, you need to ask the people who live it every day. Survey your culture. Ask your “troops” about whether they feel that the company does business in a compliant way, lives up to its values, and models ethical business conduct.

Build Trust in the Ranks

You can’t overemphasize how much you value employees speaking up. Reassure them that even reporting their suspicions is valid! They don’t need to provide undeniable proof—reporting a concern in good faith is enough for leadership to take action.

A strong, ethical culture doesn’t happen by chance - it’s built through leadership and trust over time. Let’s strategize together to rally your troops and build an organization rooted in integrity.