Does Your Organization Value Justice?

“Without Accountability, there is no justice.”

(Randolph, 2020)

What is justice? In the video below, we discussed justice based on our default response: our legal system. However, what does justice mean? Our good friend Merriam-Webster defined justice as “The quality of being fair and reasonable.” Pretty simple stuff, right? But does your organization value justice? For example, would you say your boss is fair and reasonable in decision-making?
– How does the promotion process work in your organization?
– When coworkers earn rewards, are they given justly and reasonably?
– Does punishment occur fairly and equitably?
– Are valid and justified hiring practices used in your organization?
– Who ensures there is justice in your organization? Is it the lawyers or the leaders?

Accountability Can Be Self-Preservation

Although those five questions may have legal ramifications, legality is not the genesis of the overarching question. Where there is justice, there must be accountability. As a COO, I was once told by a CEO, “Burl, you need to be more compassionate.” My response? “Sir, as the CEO, you need to be compassionate. My job is to enforce standards.” Logically, all leaders are required to enforce standards. However, not everyone wants to be the ‘heavy.’ Why? Because there’s anxiety in accountability. When you hold people accountable, however, you risk hurting someone’s feelings. You are then labeled as ‘the bad guy.’ I always hope that if I am in trouble, people will ensure I am treated fairly and equitably.

Why We Need Fair Brokers

Without a standard bearer(s), the following scenarios occur:
– Promotions occur through the Friends and Family Plan, not competency or merit.
– Exemplary performance is a minor consideration for rewards.
– Similar offenses might rate different punishments.
– Hiring is based on giving the ‘hookup’ to the less qualified simply because they need a job or are part of the Good Ole Boy system.
– Accountability is based on CYA – Covering Your A** vs DWR – Doing What’s Right.

Whether we think so or not, someone needs to hold the reins of accountability.

Some Key Principles

A key principle, but often ignored, is communication. Communication is more than just talking to people, especially in organizations. Communication is also resident in the SOPs, the processes, principles, and priorities, and in the leader development tools: counseling, coaching, and mentoring. Expectation management is also a foundational principle in accountability and justice. Knowing expectations should ensure proper performance. This avoids the consequences. Without expectation management provided through communication, everything is a free-for-all.

Without accountability, standards, communication, and expectations, there is no justice.
How does your organization apply justice?