Aleksandra Pressey shared her comments with HRD Canada on why giving leaders and top performers lighter discipline for workplace misconduct can backfire, warning that inconsistent consequences can erode trust, drive turnover, and increase an organization’s legal exposure.
See an excerpt below:
Do your star performers face softer consequences? Why HR can’t afford double standards
When leaders and top performers are seen as above the rules, it erodes trust and engagement, increases legal risk: experts
Across North America, many employees don’t believe misconduct is handled the same way for everyone.
A recent survey of 1,000 US employees by TalentLMS found that 36 per cent witnessed and 33 per cent experienced incivility or disrespect in the workplace, and nearly two out of three said misconduct is more likely overlooked when the person involved is a top performer or leader.
Things seem to be similar in Canada. TELUS Health’s January 2024 Mental Health Index reported that 37 per cent of Canadian workers don’t perceive, or are unsure, that their workplace is committed to allowing employees to speak up without fear of punishment or humiliation. A similar proportion felt the same about whether harassment, bullying, and other harmful behaviours are quickly and fairly resolved in their workplace.