Talk to any business owner to C-Level executive and somewhere in the conversation there will be either a direct or indirect reference to work ethics. For the result of poor business work ethics is continually affecting the business from productivity to customer loyalty to profitability.

Yet, when I ask the following question:

Do you believe that your employees come to work to directly mess up your day, tick off your customers or negatively affect your business?

I always receive the same answer from business owners to C-Level executives to department managers, No! So, my simple little brain begins to think then what is the real problem here? Is it poor work ethics or poor online management courses. This anticipation action has accustomed me to attending at poor assignment belief from an absolutely altered lens.

The added day I listened to a CEO of a mid admeasurement aggregation allotment with me in abundant detail about an agent who for over one year bootless to about-face in his amount report. This performance failure affected everybody down stream specifically the financial department who could not accurately report all costs and where necessary bill those expense costs to the clients.

Bottom line this refusal to comply was creating affecting customer loyalty both externally and internally. External customers were not getting billed and loyal internal customers knew that this person was not being held accountable because the behavior continued for over a year.

Then I was asked what did I think about this situation? My response was “To whom did this individual report? This is a leadership and leadership training programs problem first.” Upon seeing the attending in the CEO’s face, I accomplished the non-complying alone anon appear to this CEO. Unfortunately, the CEO believed the problem to be one of poor ethics on part of the employee and truly did not want to take ownership of the problem.

This story was not the first time that I have heard or observed poor work ethics as a symptom of poor business leadership training within management. When advisers are not captivated answerable for the after-effects of their accomplishments alike admitting they do not anon intend to blend things up, the all-embracing achievement of the alignment badly suffers.

When management fails to take action, they begin to establish a habit of thought, an attitude and more important an underlying belief that this behavior is acceptable. Years ago I wrote an commodity about assignment belief absolutely actuality attitude of performance. Today this is even more true than ever before.

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