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The words (and actions) that cost McDonald's millions can cost you, too.
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MANAGER METHOD MINUTE #035

Practical & Tactical Tips to Help Employers and Employees Work Better Together.
Welcome to all 3,469 members of the Manager Method Minute community! This will
take 2 minutes to read. 



Our Video - Lessons from McD's

McDonald's is among the most admired companies in the world - currently #38
globally, according to Fortune. But according to shareholders, that wasn't the
case under the culture created and permitted by its former CEO, Steve
Easterbrook, and former Chief People Officer, David Fairhurst. According to a
lawsuit that was recently given the green light to proceed by a Delaware
court (the actual decision is here) Fairhurst both personally engaged in
inappropriate conduct (including his recruiters hiring "young, pretty females"
and Fairhurst "flirting" with colleagues at work events, such as having a female
employee sit in his lap at an HR function) but also failed to provide oversight
of others, including the CEO. This McCase will be battled out in the courts, but
there are lessons for managers and employees alike. 

Managers

No matter what your organization, as a manager, you generally have a duty to act
when you learn of misconduct. Once you're aware of it, it's effectively the same
as the CEO knowing. So what do you do?

 * Know what the Handbook says: Are employees directed to come to you with
   discrimination/harassment concerns? General concerns?
 * Know what to do: "Acting" on it often doesn't mean in a silo. You (and every
   manager) should know exactly what the process is to look into complaints.
   Often, HR is your best first stop - instead of telling your boss/colleagues
   and having information spread like wildfire (and bosses/colleagues, I know
   you're thinking "what?!" but your internal procedures may require managers to
   tell HR/Employee Relations for them to decide who else *needs* to know).
 * Know why it matters: Put the law aside (but know it's important). Employees
   who experience inappropriate conduct, or hear it occur, can suffer lasting
   devastating impacts in and out of work. 

Leaders at all levels should care about employees as human beings because it's
right. But if that doesn't get your attention, it can impact your organization
and you personally if you don't - financially and reputationally.

Employees

Employees often mistrust HR. While some may point to Toby on "The Office,"
others will point to stories just like this McDonald's one, or ones that
employees and their loved ones know too well.

But when you experience, witness or hear of inappropriate conduct, there's a
reason most organizations have policies requiring it to be reported. Yes,
because it's the right thing to do and organizations should want to fix problems
that they become aware of. But there are other reasons. Not timely reporting a
concern internally can, depending on many factors, squash an employee's lawsuit
if they decide to go to the EEOC or court before HR. But also, when
inappropriate conduct occurs, it can have significant effects on individuals'
mental health. Speaking up is not easy, but can often be far better than
remaining silent.

What We're Up To 

 * Reading: Collective newsletter: A (free!) weekly digest of things to know
   about work and place.
 * Listening: "Smartless" podcast. Could not love this more - our family binged
   this on a road trip and now I eagerly await every episode. Eugene Levy's
   recent episode is terrific.
 * Doing: All the Buzz... I grin ear-to-ear when I hear from reporters asking
   for input on a story. This week I got to contribute to a Buzzfeed article on
   18 resume tips. It was especially cool to be featured with my friend Daniel
   Space (@Dan_from_HR).  
 * Also "Doing" are some cool Manager Method website updates underway and a free
   7-day Manager Makeover Challenge you'll see soon... stay tuned because we're
   always working on being better for your needs here at Manager Method! (Could
   I HAVE any more links in this email?! Time to sign off!).

"The culture of a company is the sum of the behaviors of all its people."
- Michael Kouly

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Dunwoody, GA • 30338