‘My team has a married couple working together. They are amazing performers; however, they tend to take unplanned leaves together, because of which we are unable to manage leaves in the team. Per company’s policy, we do not have a written document that doesn’t allow this.’
‘My team mates are weird, they can of keep fighting all the time, turns out they are brothers! You should see the way they fight, its disturbing actually’
‘Our account head always interferes in everything, his son has just joined the team, so he literally interferes’
‘My Team Manager’s wife is one of our Team Leader, she scores the least in the score card but always manages to be the top-rated employee, this affects the morale of the team’
‘That AM is making us feel uncomfortable, we all know that she is trying to bring in her husband to her team, but doesn’t mean that she can question our performance, she is not related to our business’ said an anonymous employee. ‘we know that her director is also using his influence to bring her husband on board, what we don’t understand is that who the heck she is to question us, it’s just so ridiculous to work here’
Ironically, this is the story in many workplaces that contradicts to the claim of ethics. The presence of a family member in the reporting hierarchy or in the team can lead to negative influence and partiality making the leadership lose trust among the employees. While they may be good performers today, this could lead to potential attrition, lack of trust, employees feeling disconnected and frustrated. These could affect the workplace environment, increase rumors, and decrease the employee’s satisfaction with the company.
Why is it better to bring in the policy?
One of the challenges in successfully maintain a mixed generation workforce is to drive transparency. Although many companies include having family members in the hierarchy of a leader or as a part of his team in their code of conduct, it is not usually considered to be a violation. Companies do not take it as a practice to ensure that existing employees who get married to be put in different verticals as in lot of cases, business leaders do not get convinced because of the work that is being done. A standard transparent policy would in turn act as a valid legal document that the employees themselves can plan their movement or shift of roles better. This could also help the recruitment team take an unbiased approach
Better image about the concern
For any concern that has its core values built on ethics and compliance, this policy can prove the execution of such values in real time scenario. This would prevent non compliance to any approach that encourages favoritism and the company’s credibility gets proven
Order in hierarchy
This policy will chuck down non conformists in the management. Abuse of power is an indirect cause chaos within the organization. Having family members in the chain of command would increase the power hold of the manager, thereby creating a demigod image in front of the employees. Leaders with Demigod images are extremely result oriented that they try to run a self-led organization within the organization. In fact, having two assistant managers who are related to each other reporting to different manager but rolling up to the same business leader is a violation itself which would lead to authoritative environment. This leadership ground will treat employees as their workers and would not treat them as employees, which would increase resistance, stagnate productivity and increase attrition.
Nepotism free work zone
Promoting a nepotism free work zone will give a free hand to the employees to work the way they want. This would increase production, less absenteeism and retaining talent becomes easier. Leaders would rather run a team by working with them on the ground than driving through authority. Leaders would start listening to people, take their feed back and run the show. Associates can voice out their concerns without fearing their superiors.
Increased Employee citizenship
When an employee realizes that recruitment and performance are not influenced their trust on the management increases. While the influence of managers in ratings are inevitable, there can be a significant increase in the rating scores being fair. Associate’s would feel content and get involved in the common style of work and culture and connect with the organization’s value system.