An Action Plan to Improve Your Culture and Minimize Legal Risk
Laying the groundwork for a robust and magnetic culture takes time. It's not something that happens automatically, straight out of the gate. Instead, it is thoughtfully built upon the company's core principles, purpose, vision, and mission — piece by piece until it has been integrated into every aspect of operations and actions.
As your culture strengthens, you'll begin to see tangible benefits related to hiring, engagement, and retention. But a well-defined culture can also minimize your legal risk.
You've heard the saying made popular by Maya Angelou, "When someone shows you who they are, believe them the first time." This same sentiment most definitely applies to businesses! If the company's behavior contradicts the stated culture in any way, shape, or form, you'll absolutely feel the backlash from your employees and customers as well as the community at large. More specifically, it can irreparably damage relationships with your team members and increase the potential for lawsuits levied by slighted employees.
Take Action to Improve Your Culture
It's never too late to make improvements to your culture. Think of it as a living, breathing entity — one that requires constant care and nurturing to maintain its vitality. And when this care is taken and your cultural standards are implemented consistently across the board, you can minimize your exposure to legal risks such as employee-initiated litigation.
To make the most of this, you'll want to tighten up the following areas that heavily influence company culture and adopt an action plan to get back on track.
Only Carrie Luxem Members + Restaurant HR Group Clients have access to this full article. Members and clients, click here to view full article.
Restaurant HR Group
Carrie Luxem, LLC
1900 E. Golf Rd
Schaumburg, IL 60173
IMPORTANT DISCLAIMER: The information on the Carrie Luxem membership platform is not legal advice. The forms, templates, articles, videos, regulations, and all information on the platform is intended to provide general advice and guidance on best practices. Federal, state, and local laws, rules, mandates, and regulations are different nationwide and are amended frequently. We do our best to keep everything updated and current, but it is important that you consult with your HR team, company management, and/or legal counsel before implementing or executing new processes, systems, practices, or policies.
NOTE: All content on the Carrie Luxem membership platform has a 'revised date' listed, and this is the date the information was last updated.