FAIRNESS

Defining "fairness" can be tricky. We all seem to have our own ideas about "what's fair." But here are some guidelines, cornerstones if you will, to help guide fairness in the workplace:

Lack of favoritism

• The same open hand extended to each co-worker
• Careful inclusion of everyone in the team
• Equitable sharing of resources and opportunities

Honesty

Even — or especially — about negative or critical feedback:

• Direct, frequent, private feedback about my performance
• If I've done something wrong:
  • I deserve to hear the news straight up, privately, from someone I know, one-on-one
  • I deserve not to be called on the carpet in front of others, or blind-sided
  • I'm your colleague — please treat me that way

Mentoring

• Equal access to learning opportunities
• Evidence that you believe in me, and want me to succeed

Access to problem-solving

• Easy access to management, to raise concerns informally, without penalty
• Objective grievance handling: knowing that I'm really being heard
• Responsiveness: knowing you will get back to me with a full and fair response
• Access to both formal and informal channels for problem-solving

Credit where credit is due

• Knowing that I will get credit for my contributions and my ideas

Management that goes to bat for me

• Take the heat for one's own mistakes
• Ask questions before making assumptions

  Scenario A:

  Angry customer calls the manager to complain about me.

  Manager listens, assures the customer it will be taken care of, leaves the impression that I'm the problem. Then becomes angry, jumps all over me.

  Outcome: customer has less faith in us, and I'm demoralized and angry.

  Scenario B:

  Angry customer calls the manager to complain about me.

  Manager listens, assures the customer it will be taken care of, acknowledges that I'm not usually like that. Then asks me, with an open mind, what happened. Then decides whether I deserve to be jumped all over.

  Outcome: customer is placated. I'm reassured of your support.

In Scenario B, my manager showed that he trusted me, and respected me enough to ask for my thoughts before drawing a conclusion about my behavior. He also gained more of my respect and my trust.

A voice and an ear

Perhaps what is most important in feeling that my organization is fair is:

• Having a voice: having the assurance that I can and should speak up
• Having an ear: knowing that management will listen to my concerns