- Get irrefutable proof of the dishonest behavior. …
- Assess the impact it has on you and your organization. …
- Perform a background check on the employee in question. …
- Discuss the matter with the employee. …
- Establish clear consequences for dishonesty.
Before you hire a new employee, conduct a thorough background check to help you spot dishonest ones. However, it might not be useful in identifying intelligent people who were dishonest in the past but were not caught. When employees act dishonestly at work, it poses a serious risk to your company, so you should take firm action. Here are a few strategies for preventing dishonest workers and defending your company.
How to Handle a Pathological Workplace – Prof. Jordan Peterson
How to deal with dishonesty in the workplace
Consider taking these steps when dealing with workplace dishonesty:
1. Get irrefutable proof of the dishonest behavior
Your first step as a mediator in a case of workplace dishonesty is to be certain that it actually occurred. You should search for unmistakable proof that a worker was dishonest, but you should only do this legally and in strict adherence to privacy laws. The testimony of another employee is not sufficient proof that you are dealing with a case of workplace dishonesty because you may have trouble proving it in court.
2. Assess the impact it has on you and your organization
Usually, the next step after determining that an employee is engaging in dishonest behavior is to assess the repercussions for the business. Making a strategy for how to respond to this situation can be aided by realistically assessing its potential effects.
3. Perform a background check on the employee in question
If the employee in question has a history of dishonest behavior or if this incident is an isolated one, you need to learn about it. To resolve this, it is advised that you get in touch with any of their previous employers.
4. Discuss the matter with the employee
You must have an open and sincere conversation with the employee in question about the situation once you are certain that dishonest behavior occurred and you are aware of the potential effects it could have on the company. In situations where the damage was minimal, such a discussion can reveal some of the motivations behind their behavior and even end the conflict.
5. Establish clear consequences for dishonesty
If you hold dishonest behavior in high regard, you must specify clear penalties for it, ranging from a fine or a probationary period to termination. Knowing there are obvious and defined repercussions for such behavior may prompt the employee to change their behavior and may serve as a warning to other employees who might be tempted to do the same in the future.
6. Discover the reasoning behind the behavior
There are a variety of possible causes for an employee’s dishonesty at work. You can learn more about them and possibly work together with them to address the root cause of their behavior by having an open dialogue with them. You can provide the employee with various counseling and training programs to help them deal with the issues that led them to act dishonestly if the problem does not pose a serious threat to the business. For instance, they might be experiencing a great deal of stress at work and feel tempted to embellish their performance.
7. Be ready to terminate the employees relationship with the company
You might need to end things with an employee right away if they don’t show any signs of wanting to work through their problems or if their actions seriously endanger the company. It might be a good idea to speak with a lawyer, depending on the specifics of the circumstance and the nature of the relationship, to ensure that you are following the law to the letter.
Why is dealing with dishonesty in the workplace important?
It’s crucial to identify and eradicate workplace dishonesty for a variety of reasons. Some of them are:
Tips for promoting honesty in employees
Honest workplaces generally deliver better results. The following advice will help you encourage honesty at work:
How do you respond to dishonesty?
- Resist the urge to let it slide. …
- Weigh the impact. …
- Ponder your wisest approach. …
- Address the behavior. …
- Ask direct questions. …
- Reject “minimalism. Some people attempt to downplay dishonest behavior by calling it a fib, a small white lie, or by insisting it’s not a big deal.
How do you deal with an untrustworthy employee?
- DO Keep It Professional With Your Coworker.
- DON’T Reveal Personal Information To Any Coworker You Don’t Trust.
- DO Set Specific Deadlines, Expectations & Goal For Work.
- When a coworker you don’t trust behaves badly, DON’T Let Small Things Slide – Take Action!
How do you discipline an employee for lying?
- Step 1: Make Sure the Person’s Actually Lying. While this sounds basic, it’s also essential.
- Step 2: Figure Out Your Intentions. …
- Step 3: Consider the Source and Weigh the Consequences. …
- Step 4: Make it a Conversation, Not a Confrontation.
What are some examples of dishonesty at work?
Employee theft, submitting inaccurate time sheets, lying to managers and coworkers, and unethical behavior like harassment or drug use are all examples of dishonesty in the workplace. When a small business experiences workplace dishonesty, it may cause lost sales, a decline in productivity, and lower morale.