I recall someone telling me how embarrassed she was taking foreign dignitaries round the Houses of Parliament, particularly the House of Commons. There was shouting and quite unruly behaviour. The visitors were horrified and told her that they found the members of parliament badly behaved. Wednesday night reinforced this, and the repercussions are still reverberating. 

In any organisation, conventions, rules, and standards serve as the guiding principles that maintain order, consistency, and efficiency. The guidelines are written to ensure that everyone is working towards the same goals, upholding the values of the organisation. 

Senior staff are the cornerstones of any organisation. They set the tone, guide decision-making, and embody the company culture. What happens when senior staff, leaders in the company, deviate from these established rules? 

Organisational culture may be eroded, this keeps a company together, giving it an identity, purpose, and shared values. Deviating from established conventions and standards, can erode the foundations of this culture. The employees and subcontractors may become confused about what is valued in the organisation. This may lead to a breakdown in teamwork and a loss of morale. 

There may be a decreased morale and engagement. Senior staff are seen as role models and influencers within an organisation. When deviation from established rules and standards, it can send a message that such behaviour is acceptable. This can have a demoralising effect on other employees who may feel disheartened, leading to decreased engagement, lower productivity, and higher turnover rates. When employees see their leaders flout the rules, they may feel undervalued and demotivated. This can lead to decreased productivity, higher turnover, and a weakened company culture. 

A loss of trust and credibility may result, trust is essential in any workplace, and all staff members play a crucial role in building and maintaining it. When there is deviation from conventions and rules, it can undermine the trust that employees have in the leadership team, “the rules don’t apply to everyone.” Loss of credibility can affect relationships within the organisation and with clients, customers, and other stakeholders. The loss of trust erodes trust in leadership, creating a culture of cynicism and resentment among employees. 

If leaders get away with bending the rules, it creates a dangerous precedent. Employees may feel emboldened to do the same, or worse, feel unfairly targeted when held accountable for their own rule breaking. 

There may be an increased risk of legal and ethical difficulties. The conventions, rules, and standards are often in place to ensure legal and ethical compliance. When staff deviate from these guidelines, it increases the risk of legal and ethical issues. When senior staff disregard protocols, it increases the risk of non-compliance across the organisation. This can lead to legal repercussions, financial losses, and reputational damage. There are consequences to the organisation having an impact on its long-term viability. 

Inefficiency and chaos may result, established conventions and standards are designed to streamline processes, improve efficiency, and maintain a level of order within an organisation. When staff deviate from these guidelines, it can result in chaos, confusion, and inefficiency. This lack of structure can hinder progress, impede collaboration, and ultimately affect the overall success of the organisation. 

The consequences of staff deviating from conventions, rules, and standards can have far-reaching effects on an organisation. Eroding the culture to diminishing employee morale and trust. The impacts are significant and can compromise the long-term success of the company. It is crucial for senior leaders to recognise the importance of adhering to established guidelines and set a positive example for the entire workforce. When leaders prioritise and uphold the conventions, rules, and standards, they contribute to a healthier, more resilient, and sustainable organisational environment. 

The response depends on the severity of the transgression and the organisation’s established protocols. It may result in disciplinary action such as a verbal warning or termination of employment. A public apology may be sought to restore trust and confidence. A culture change initiative may follow, addressing the underlying issues that led to the deviation leading to cultural shifts, leadership training, improved communication, and a stronger emphasis on ethical behaviour. 

Consistency is crucial, when senior staff are held accountable for their actions, just like everyone else, it sends a powerful message. The rules apply to everyone, equally, fostering trust, promoting compliance, and builds a stronger, more ethical organisation. Leaders set the standards, when rules are broken, the cracks in the foundation start to show.