Whenever anyone seeks employment, one persistent question keeps raising its head. Is it better to be paid with a salary or hourly? It’s tempting to give a practical answer to this question, and say that a wage is a wage is a wage. But more often than not, our experience questions such a simple approach.

How many of us have been offered a job and negotiated a suitable compensation, only to realize six months into employment that it’s anything but suitable? Maybe you signed on to work forty hours a week, yet regularly work sixty. Or you need forty hours of pay each week, yet the boss consistently sends you home early when work is slow.

Each and every person seeking employment brings a unique mishmash of needs. They include things like short and long term financial goals, consistent work-life balance, and a desire to hone skills, establish professional connections, and be part of a meaningful initiative. Employers are no different. Some need a dedicated, long-term team, while others are looking for some people to pick up a few months of seasonal labor.

A wage is much more than a wad of cash you stick into your pocket at the end of the day. The various benefits of salary or hourly pay address these needs differently. A method of compensation directly impacts an employee’s level of dedication to a company, and the company’s dedication to him or her. It can mitigate against overwork and burnout.

Thinking through the pros and cons of hourly pay versus salary leaves both employees and employers scratching their head from time to time. Let’s consider the implications behind both these methods of pay, and in doing so uncover the benefits and downsides to each.

Clarifications: Salary, Hourly & Everything In-between

Hourly and salary are two of the most common methods that employers use to compensate employees.

The hourly method simply pays workers an agreed-upon rate for each hour of work completed. Someone who earns $10 an hour and who puts in a ten hour day earns $100. If this person takes a day off, he doesn’t receive any compensation. If he works overtime (above 40 hours in one week) he receives time and a half for each hour of overtime, or $15 an hour.

A salary is a fixed annual compensation given to an employee in exchange for labor or services. A salary, generally, is accompanied with benefits such as health care, a retirement plan and paid leave for vacation and personal time.

There are various shades of grey between these two black and white definitions. Oftentimes hourly employees receive benefits such as health insurance and paid leave. A salaried employee is generally contracted to work a designated number of hours each week. (However, a salaried employee does not earn more or less pay if her total weekly hours exceeds or falls below this designed amount.)

And there are plenty of other employment styles and methods for compensating employees. Both freelancers and consultants, generally, are paid hourly, but they aren’t employees of the company where they render services. Commission and profit sharing are methods of paying employees either a portion of their individual proceeds or the company’s proceeds as a whole.

With these clarifications, let’s turn to some of the pros and cons of salaried employees.

The Pros & Cons of Salary

For both the employee and employer, a salary offers a range of positives and negatives.

The Pros and Cons of Salaries for Employees

A salary, first and foremost, is great because it guarantees an employee a certain amount of money each year. This financial stability allows salaried employees to budget, spend, and invest to meet both long and short-term financial goals.

And a salaried compensation plan is much more than just cash. Its medley of perks and benefits provides health insurance, allows for paid vacation and personal leave, and pockets away savings for retirement. It covers and cares for an employee holistically.

Oftentimes, salaries offer a yearly bonus as well.

And unlike most hourly positions, a salaried employee isn’t expected to work diligently through the entire day. If there isn’t a lot of work at the moment, salaried employees can get away with fooling around on the job for a while.

On the other hand….

A salaried position creates an environment ripe for overwork without any acclaim or additional compensation. Take seasonal work, for example. During tax season, a salaried accountant may easily rack up 80 hour weeks, staring into spreadsheets until she can’t see straight. Or a teacher may spend the entire weekend grading exams at the end of a semester. Yet in both scenarios, the monthly paycheck is the same steady amount.

An employer invests in a salaried employee with the aspiration that he or she becomes proficient and skilled in the position. With time, then, a salaried employee often produces the same amount of work in fewer hours, with a higher quality of output. He becomes a ninja, essentially. At this point, an employer may capitalize on the employee’s proficiency and increase the workload without increasing pay.

In short, it’s easy for a salaried employee to feel undervalued. Add to it that the position offers less mobility, oftentimes, than an hourly position. The employer may feel bound to stay in position, as a comparable position can only be found with great difficulty.

The Pros and Cons of Salaries for Employers

To the employer, hiring a salaried employee is akin to making an investment. The employer allocates many resources to taking care of the employee, and shows concern for her overall well being. As a rule, the employee in turn invests herself into the company, pouring her talent, energy and time into her role. Her skills increase, and over the long term she reaps many rewards for the company.

An employer can depend on the dedication of salaried employees. If the workload suddenly increases, they’ll show up on the weekend and work late into the night to get everything finished. And they bring more integrity to the position, generally, than an hourly employee, being less likely to show up late and abuse the sick leave policy.

On the other hand…

Salaried employees are far more expensive than an hourly employee. They may take several weeks off at a time yet still require a paycheck. Not only are they not earning the company any money during this time, they’re also draining its savings.

In summary, a salary offers great benefits to both the employer and the employee. But the pay structure can be abused, leading employees to feel overworked and undervalued. One way to mitigate against this downside is by incorporating alternate forms of compensation along with a salary. For example, an employee who earns both a salary and a commission off his own services is incentivized to put in many hours of hard work.

The Pros & Cons of Hourly

Now, let’s get into the pros and cons of an hourly position, from both the employee and employer’s perspective.

The Pros and Cons of Hourly Pay for Employees

Generally, a boss can’t afford to pay an employee who racks up hours and hours of overtime, so hourly positions mitigate against scenarios of overwork and burnout. At the same time, an employee is well compensated during busy stretches, earning time and a half of what she earns for regular pay.

On the other hand…

An hourly employee is only paid when there’s work to do, and so many hourly positions do not offer a consistent and reliable paycheck. If it’s a slow evening, say, at a restaurant or the movie theater, the boss sends staff home early. This instability can make it impossible to budget, save and achieve long term financial goals.

Additionally, an hourly employee cannot dilly dally through the morning and expect to get away with it in the way that a salaried employee might. Their time is money, and when the employee is at work, she’s expected to work diligently throughout the entire day, with only one thirty minute lunch and brief fifteen minute breaks every four hours.

The Pros and Cons of Hourly Pay for Employers

To an employer, the clear benefit of hourly employees is that they’re cheaper than salaried employees. If they get sick and take a week off, the employer has no obligation to pay them. Many hourly positions don’t offer any health benefits or a retirement plan. This creates savings across the board.

Generally, hourly work doesn’t carry the commitment of a salaried position, and so hourly employees are useful for seasonal, temporary or part time work.

On the other hand….

For what they save in the short term, an hourly employee can be expensive in the long term. Hourly employees will up and leave at a moment’s notice, forcing a company to dole out time and money into hiring and training replacements.

Not to mention that when a deluge of work blows in like a tornado, the boss has no choice but to dole out hefty paychecks to employees, brimming with overtime pay.

In summary, then, hourly employment can be either good or bad depending on the circumstances. Sometimes an employer has no choice but to hire hourly employees, simply to save money, and then can hire salaried employees once the business is established. Freelancers play a significant role in the economics of employment. They can be hired and paid hourly for their specialized labor, then let go when their skills are no longer needed.

And the Winner Is….

The truth is, there is no winner between salaried and hourly pay. Each has distinct advantages and disadvantages. Let’s go over some considerations for both employers and employees to help determine whether to pursue salary or hourly compensation, or another method altogether.

• Employers need to consider the long and short term consequences of both hourly and salaried pay. As mentioned, hourly employees save money in the short term. But their weak dedication to the company may end up costing the business in the long term. Skilled labor is the most critical resource for most businesses, and salaried positions are more likely to hire and retain top talent.
• Employers, as well, can consider incorporating other methods of pay into both a salaried and hourly positions. Offering commissions to any employee incentives them to work harder. And profit-sharing makes employees feel like stakeholders in the company, not simply hired hands.
• When considering compensation, it’s helpful for employees to gauge the current stage of their career, and their long-term objectives. If they aspire to hone a specific skill, and can afford irregular pay, then pursuing hourly work as a freelancer is a solution. If they need a steady paycheck in order to save for a home, pay off a car, or provide for a family, then a salaried position is probably a more responsible route.
• Employees need to also consider their work capacity, both mental and physical. Many have demanding personal lives, and cannot commit to working more than 35 or 40 hours a week. While others have a fairly flexible lifestyle, and can swing 80 hour weeks from time to time. Knowing this work capacity guides someone toward a work package that mitigates against overwork and burnout.

“Learning to stand in somebody else’s shoes, to see through their eyes, that’s how peace begins. And it’s up to you to make that happen. Empathy is a quality of character that can change the world.” – Barack Obama.

Empathy lies at the core of human connection, yet we find it lacking in the workplace. It’s a skill that helps us understand conflict and create environments that allow our people to thrive and feel supported.

With offices becoming more reliant on technology than ever before, our connections to other people in our teams have been stretched thin.

Remote and hybrid working has added many sought-after benefits to jobs but has given rise to virtual walls, making it harder to consider the people on the other side of the screen as real.

More than ever, leaders in business need to be tapping into their empathetic side to help employees navigate the abundant changes to their place of work.

This article covers examples of empathy in the workplace, the real situations that may arise, and how an empathetic hand can make a world of difference.

What is Empathy in the Workplace?

Empathy is something we need in every aspect of our lives. It helps us understand what someone else is feeling. It’s a sign of emotional intelligence and is a key skill needed to navigate through complex social landscapes.

In the workplace, using empathy is one way to create a people-first environment. Seeing employees not as cogs in the machine but as real individuals with wants and needs that extend beyond work.

A common rule in some workplaces is: Leave your problems at the door.

This rule may be a practical request for ensuring staff maintain focus on their work during company time, but it’s an impossible ask ignoring that people are real.

Bosses who can’t tap into empathy at work can do nothing to tackle a toxic workplace. Where understanding and compassion are needed, they throw down the rulebook, creating resentment amongst their people.

Empathy comes naturally to many people, while others may struggle. It’s considered a “soft skill” at work, meaning it’s something a person is born with rather than a learned behavior.

However, leaders who commit to learning and practicing empathy can develop these skills over time. As a sought-after workplace skill, it’s worth investing time in.

Here are some of the characteristics that define empathy:

• Perspective-taking: Instead of letting emotions lead actions, perspective-taking is about stopping and looking at a situation from an alternative point of view. In the workplace, this may mean looking at how the situation appears to someone else. As a manager, it would mean putting your biases in check and asking yourself more questions about what’s happened.
  • Example: Priti, the newest coffee shop team member, makes a latte but uses the wrong milk and adds too much foam. In this instance, the manager might criticize them for wasting stock; however, by taking perspective, they might realize the Priti has had insufficient training to be left alone making drinks.
• Emotional resonance: This is the ability to connect with and influence the emotions of another. At work, this could be mirroring someone’s positive emotions following good news. However, emotional resonance also occurs with negative feelings, so if one person on the team is angry, this can spread, creating a toxic environment.
  • Example: Khalid, a senior employee, is having a bad day, talking down to his staff, being abrupt, and showing visible signs of stress and anger. Employees notice this and become more withdrawn as a result. In times like these, teams are less productive, and the workplace is less friendly.
• Non-judgmental understanding: Being able to approach situations with a sense of balance when there are misunderstandings. Being non-judgmental means not making a moral judgment about another person as a result of the situation they are in.
  • Example: We previously mentioned the outdated “leave your problems at the door” rule. If a coworker has suffered a bereavement, they may be unable to focus on their duties entirely. The wrong approach would be to classify them as lazy. Instead, shifting their responsibilities or extending their deadlines may help them get back up to speed.
• Active listening: Truly hearing and understanding what someone is saying, both verbally and non-verbally. To do this, you would ask questions, listen to the speaker’s tone of voice, and watch their body. Do not interrupt the speaker, but show signs of understanding through non-verbal cues like nodding your head.
  • Example: John has requested a meeting to discuss recent changes at work they believe have negatively impacted team productivity. His manager uses this opportunity to hear what John’s saying, takes notes on their discussion, and lets John speak about issues without the need to defend corporate actions.

How Empathy Impacts on Workplace Dynamics

Empathy has fast become a sought-after skill for leadership roles within the workplace. As time has progressed, high-value employees are looking for more than just a paycheck from the places they choose to work.

Modern employees put value in more freedom, which may come from flexible hours or being able to opt in for hybrid work. Beyond that, they also want to work for good people and companies committed to innovating work conditions.

Tech startups like Google and Apple have driven these changes as they’ve redefined working conditions for employees at their businesses. Google, for example, has constantly been in the news for its work practices, which include superior health and life insurance, unlimited sick pay, generous parental leave, and on-site daycare facilities.

Google’s approach has been to create a workplace that genuinely alleviates personal concerns people may have. Empathy, looking for and understanding the problems that everybody faces, leads them to create a place of work that’s high in demand, meaning they can pick the best of the best.

Empathetic Leadership Examples

Creating the kind of workplace that gets in the news for all the right reasons doesn’t happen overnight. A significant culture shift is needed to put empathy at the center of decision-making, but when this happens, the positive work environment leads to lower staff turnover and more loyal employees.

Here are some examples of empathetic leadership in action:

• Improving Communication in the Team: When managers concentrate on improving communication, they can help reduce miscommunication and misunderstanding between team members. Beyond the manager-employee relationships, it’s essential to create systems that enhance communication and collaboration among each team member.
  • Example: Sarah struggles to keep pace with rapid changes at work. Her manager, recognizing this, implements a weekly “kickoff meeting,” which gives each person a chance to ask questions, sets out weekly tasks, and provides real-time progress updates. As a result, Sarah has the opportunity to get feedback each week without being singled out and feels more prepared for her tasks.
• Servant Leadership: This leadership style takes an empathetic approach to work dynamics. A servant leader is someone who puts the needs of the team above their own ambitions. Instead, they will work hard alongside their team and promote a culture of ‘we’re all in this together,’ which helps to deepen bonds at work.
  • Example: Tony leads a small software development team at a large multinational company. His role as a servant leader means his door is always open for support and guidance. He works proactively alongside his team to complete all tasks on time. When upper management praises Tony for his hard work shipping the latest software update, he ensures his team is appropriately credited and does not take it for himself.
• Prioritizing Employee Wellbeing: Employees have lives outside of work, and sometimes, whether we like it or not, this can impact their output. It’s natural for people to have times of lower productivity, and there could be any number of reasons why: burnout, lack of sleep, family concerns, conflicts at work, a sudden illness, and plenty more. An empathetic manager will notice these changes and offer productive solutions.
  • Example: Terrence is a new father who struggles to balance his new responsibilities with work. His employer notices that Terrence has been arriving late more frequently, and his productivity levels have dropped. After explaining his struggles to his manager, Terrance switches to a flexible working schedule to better manage his time between family and work. He’s also given the information about the Employee Assitance Program, which offers counseling and resources for new parents.
• Promoting Team Development: Employees tend to have aspirations beyond what they’re currently doing. An empathetic manager invests themselves in helping their staff achieve their career goals. The manager may offer opportunities for learning, skill development, and helping them to make connections. Instead of holding someone back because you don’t want to lose a good worker, you’ll be the champion of their growth.
  • Example: A tech company may send the development team to a conference. Here, they’ll be able to learn about emerging trends in their area, network with other professionals, and get hands-on with the latest technology. Once the team returns, the company arranges presentations and meetings for staff to share their learnings and suggest new ideas for growth.

Introducing these empathetic leadership qualities to your team directly correlates with employee satisfaction. If all these measures become commonplace, an employee will feel supported, empowered, and cared for by their leadership. You’ll be rewarded with loyalty, increased productivity, and a workplace culture that attracts and retains top talent.

Real-Life Examples of Empathy in the Workplace

Each workplace is its own distinct entity, so there’s no one-size-fits-all approach to empathy. People make a place what it is, and since the human spirit is so complex, you’ll need to decide the best way to create a more empathetic workplace.

However, there are some universal situations that all managers must address at some point in their careers. Here are some real-life examples of empathy in the workplace:

Supporting an Employee During Crisis

Personal crisis affects productivity, even in the most hard-headed employees. Work can play a pivotal role in navigating times of distress by providing a safe environment for someone to escape to. Many people will find comfort in focusing on their work, but real-life issues can weigh heavily on a person and eat away at their productivity.

Ciara has been a rising star at her office and is known for being hardworking and punctual. Recently, she has distanced herself from her colleagues and refuses to engage with people. Her manager notices this switch in Ciara’s personality, but instead of reprimanding her for refusing to collaborate, he initiates a welfare check to make sure everything is okay. Ciara tells him her mother has received a terminal illness diagnosis, and she’s beset with worry.

Her manager offers his condolences and suggests that Ciara take the rest of the week off. He also gives her the option of switching to a flexible schedule to spend more time with her Mother.

Ciara switches to a hybrid schedule, allowing her to make medical appointments with her mother and help attend to her personal affairs. Grateful for the opportunity to do this, Ciara feels less stressed, and her relationship with others in the office improves again. Her colleagues recognize the compassion offered and feel a renewed sense of pride for the company.

Bridging the Gap Between Cultural Difference

Companies are increasingly composed of diverse cultures as true international working has taken root. One benefit of this is tapping into a huge talent pool and bringing in new perspectives. However, cultural differences can affect the workplace, but this presents an excellent learning opportunity.

Sofea has joined an aerospace engineering company from Singapore. Her team is mainly made up of Americans who are all excited to work alongside Sofea. As a Muslim, Sofea observes Ramadan in March and April, which involves fasting from dawn til dusk.

Her colleague John suggests postponing the bi-weekly working lunch during Ramadan to support Sofea. Her manager also made accommodations so Sofea could have a private place to pray. Sofea was grateful to her colleagues for taking an interest in her religion and appreciated this gesture from her manager, John, and the team.

These simple acts helped Sofea feel respected and included in the team. It helped to deepen the bond between all team members and created a more cohesive work environment.

Making Mental Health Matter

We all have days where we feel like a million dollars and other days where we feel like we’re sinking to the bottom of the barrel. A bad day can become a bad week or even a month if people aren’t allowed to prioritize self-care. When this happens, it will affect their productivity and potentially spread to other team members.

Brian is a marketing executive working tirelessly on a massive campaign for the company’s most lucrative client. Throughout the campaign, Brain shows all the signs of burnout: working into the night, looking completely drained, not eating, and starting to make simple mistakes.

His manager, Lisa, takes Brian to one side to ask about his workload. Brian admits he has been pushing himself harder to compensate for the lack of resources provided. Understanding that Brain is one of the firm’s most successful marketers, she encourages him to take a day off to recover.

While Brain is recuperating, Lisa reviews the company’s resources and manages to allocate an assistant to help with his workload. On his return, Brain is grateful for the extra help, and together, he and his assistant complete the campaign on time and under budget.

Examples of Lack of Empathy in the Workplace

Where empathy is lacking, toxicity can spread like wildfire. Employees may be less engaged with their work and may leave the company. If people don’t feel properly supported and understood, they’ll be less inclined to raise problems and seek help when needed.

To give you an idea of what happens when there is a lack of empathy in the workplace, let’s go through some examples:

Ignoring People’s Personal Lives

Jamal works at a digital agency where collaboration thrives. He’s going through divorce proceedings, and his focus at work has started to wane. Jamal has stopped contributing to meetings, and his work lacks the quality it’s usually known for. His boss, Antonio, criticizes him during a meeting with the entire team present, reprimanding him for his sudden lack of commitment.

With no support from his boss and a public shaming in front of his team, Jamal’s performance declines further until he feels he has no choice but to leave. The rest of the team’s morale drops, and every employee avoids approaching Antonio with problems for fear of similar treatment.

Limiting an Employee’s Career Progression

Saorise is an architect who joined the company after completing her degree on an unpaid internship scheme. She quickly made a name for herself as talented and hardworking, eventually securing a full-time position at the company. Saorise is placed in Belinda’s team and enthusiastically contributes to client pitches.

Belinda uses many of Saorise’s ideas but keeps the credit for herself, and when this is raised, she accuses Saorise of not being a team player. After three years in the team, Saorise feels ready to progress to the next stage of her career and applies for an internal promotion. Her boss, afraid of losing a good team member, refuses to write a letter of recommendation.

Saorise is passed over for the role and, as a result, finds a position at a rival firm. The rest of Belinda’s team are unhappy with their boss’s treatment of Saorise, and requests for transfers start to go into HR.

Providing Unhelpful Feedback

Mateo has just started a new career in the IT department of a large energy company. Each new employee is placed on a 3-month probation period with regular meetings to monitor progress. His new boss, Michael, initially provides an excellent roadmap for Mateo’s training, but after the first month, their weekly meetings start to be postponed.

As issues arise, Mateo tries asking Michael for guidance but is told to figure it out himself. At the end of his probation period, Michael berates Mateo for not being good enough and dismisses the lack of support. He extends the probation period by three months and tells Mateo if his work doesn’t improve, he will be fired on the spot.

Mateo suggests they create an action plan together to ensure his work gets to the level expected of him, but Michael tells him no. Feeling unsupported and concerned about working for Michael long-term, Mateo chooses to leave immediately. As a result, the IT team suffers a backlog of tickets, and Michael must begin the hiring process again.

Integrity is something we seek in our people.

Bosses expect it from workers, and workers want it from the person who leads their team. Beyond that, we want it in our friends, family, and even the celebrities we follow.

All that is to say, integrity is a vital component people need in every aspect of their lives, but it is particularly important at work. Nowadays, it’s common to see integrity listed as one of the workplace values corporations set for their business.

But we shouldn’t treat integrity as just a buzzword from the people and culture team but more of a personal value we should strive for in our work.

Integrity, after all, is about doing the right thing, even when no one is watching. It’s about being genuine, honest, and transparent in all our interactions, decisions, and actions.

Whether you’re in healthcare, finance, education, or retail, integrity remains a universal cornerstone. Every industry, every role, every individual stands to benefit from embracing and championing integrity in the workplace.

In this article, we will discuss integrity in the workplace, including the foundational principles that make up a person of integrity and how it benefits an organization.

What is Integrity in the Workplace?

Derived from the Latin word ‘integrate,’ meaning ‘complete,’ and the French word ‘integrate,’ meaning ‘purity,’ the concept of integrity is more than just linguistic history.

It’s important to have this understanding: integrity means complete and pure. It is a hallmark of a good person, and a workplace made up of good people breeds hard work and a harmonious environment.

So, let’s break down integrity further than just complete and pure.

Integrity refers to the quality of being honest and having strong moral principles. It’s about consistency in actions, values, methods, and outcomes. When someone possesses integrity, they act in a way compatible with their beliefs, regardless of external pressures or temptations to sway otherwise.

Just as a bridge with structural integrity stands firm and reliable, regardless of the weight or stress placed upon it, a person with integrity remains unwavering in their principles, ensuring their actions align with their words.

The value of integrity is more than just a modern concept. Historically, it has been held in high regard across cultures and civilizations.

Ancient philosophers, from Confucius in China to Socrates in Greece, have extensively discussed the virtues of integrity. In many cultures, tales and fables highlighting the importance of goodness have been passed down through generations, serving as moral compasses.

In understanding integrity, we recognize it as a foundational element of human decency. It’s a commitment to a consistent, genuine, and transparent way of life deeply rooted in our shared human history.

The Fundamental Attributes of Integrity

Although integrity is often viewed as a singular concept, it is built upon multiple foundational pillars that we’re breaking down in this section.

Each of these attributes, when practiced in the workplace, contributes to the creation of a culture of integrity.

Here are the first four basic components of integrity alongside an example set within the workplace:

Honesty

Honesty is the beginning and end of integrity. Being honest is not only essential for integrity but also for embodying genuine goodness.

Telling the truth in all situations, even when faced with challenges or potential repercussions, is the sign of an honest person. Honesty breeds transparency, ensuring that individuals and organizations operate authentically.

Example: Upon realizing that a project might miss its deadline, a project manager communicates this proactively to stakeholders instead of providing an overly optimistic update.

Responsibility

Taking responsibility means acknowledging our actions, especially when they lead to unintended consequences. Regardless of the potential outcome, one must own up to their mistakes as soon as possible. This not only offers a learning opportunity but also paves the way for corrective actions.

Concealing issues can accelerate problems, whereas taking responsibility leads to a more functional workspace.

Example: A team leader, after receiving feedback about a flawed strategy, revisits the plan, involves the team in finding a solution, and ensures its successful implementation.

Respect

Respect hinges on recognizing and honoring the inherent value of every individual. It involves listening actively, valuing diverse opinions, and ensuring everyone is treated fairly and with dignity.

Example: During a team meeting, a manager ensures that every member gets an equal opportunity to voice their opinions and that all ideas are considered without bias.

Trustworthiness

Trustworthiness is earned through consistent actions that align with one’s words. People build and maintain trust by staying true to their word, doing what they say they will do, and being reliable team members.

Example: A sales representative known for consistently delivering on promises made to clients strengthens the company’s reputation and client relationships.

The four attributes above are what every person of integrity should strive for, both in their work and daily lives. When people view you in this way, they are more likely to consider you trustworthy, reliable, and someone they can confidently depend on in various situations.

While these attributes are foundational, understanding integrity in the workplace goes even deeper. The book “4 Pillars of Integrity: Secrets to Living and Working Consciously” by Gay Hendricks and Phil Johncock delves into this topic further.

Hendricks and Johncock identify the following four pillars as essential components of integrity:

Emotional Intelligence

Emotional intelligence is the ability to recognize, understand, and manage one’s emotions while also being attuned to the feelings of others and making sure they feel valued and understood. A person with high emotional intelligence can navigate interpersonal relationships judiciously and empathetically.

Example: A team lead, sensing a team member’s distress, approaches them with understanding and offers support, ensuring the individual feels valued.

Impeccable Agreements

Impeccable agreements emphasize the importance of clear, achievable commitments. It complements responsibility by ensuring that commitments are realistic and achievable. When promises are made at work, they should be realistic, and any deviations should be addressed promptly.

Example: A vendor, upon realizing a potential delay in delivery, communicates this to the client in advance and renegotiates the terms to ensure mutual satisfaction.

Healthy Responsibility

Beyond mere accountability, healthy responsibility involves understanding the broader implications of one’s actions and ensuring they align with collective goals. It involves proactive decision-making that takes into account the broader picture.

Example: An executive, while making a decision, considers its impact on various stakeholders, ensuring that it benefits the organization as a whole.

Conscious Communication

Conscious communication is about ensuring clarity, transparency, and authenticity in all interactions. It’s about speaking with purpose and listening with intent. Communication is viewed as one of the most important parts of workplace etiquette. It is the bedrock upon which every successful organization is built.

Hendricks and Johncock suggest that communicating consciously is the key to keeping all team members and stakeholders aligned as a project progresses.

Example: During a negotiation, a business representative ensures that all terms are communicated clearly, avoiding any potential misunderstandings.

Together, these are the essence of integrity in the workplace. They guide individuals and organizations toward ethical, authentic, and successful endeavors.

Examples of Integrity in the Workplace

Integrity is often showcased through big and small actions that individuals take in their daily professional lives.

Here, we’ll delve into some common examples of honesty and integrity in the workplace:

Standing Up for What’s Right, Even if it’s Unpopular

Taking a stand for what you believe is right, especially when it goes against popular opinion, is a true testament to one’s integrity. Your ethics will prevail over convenience or personal gain.

Example 1: Jane, a team leader, notices that a new policy her company is considering could inadvertently discriminate against a certain group of employees. Despite knowing that voicing her concerns might not be well-received by senior management, she speaks up in a meeting to highlight the potential issues.

Example 2: During a team brainstorming session, Mark disagrees with a popular idea because he believes it compromises the company’s commitment to sustainability. Instead of staying silent, he respectfully presents an alternative solution that aligns more with the company’s values.

Reporting Unethical Behavior or Misconduct

Acting against unethical practices or misconduct, even when it’s easier to turn a blind eye, showcases a commitment to a just and transparent work environment.

Example 1: Sarah, an accountant, discovers discrepancies in the company’s financial records that suggest embezzlement. Instead of ignoring it, she reports her findings to the appropriate department for further investigation.

Example 2: Raj overhears a colleague making inappropriate comments to another coworker. Recognizing the importance of a safe workplace, he reports the incident to HR.

Refusing to Engage in Office Gossip

Choosing not to participate in or propagate office gossip reflects a respect for colleagues and a commitment to a positive work environment.

Example 1: At lunch, Emily finds herself amidst colleagues discussing another team member’s personal life. She diplomatically changes the subject, steering the conversation towards a more neutral topic.

Example 2: Alex hears a rumor about a pending company merger. Instead of spreading this unverified information, he waits for official communication from the management.

Admitting Mistakes and Taking Steps to Rectify Them

Owning up to one’s errors and actively working towards a solution is a hallmark of integrity. It shows responsibility and a commitment to continuous improvement.

Example 1: During a presentation, Lisa realizes she’s provided incorrect data to her team. Instead of glossing over it, she acknowledges the mistake and promises to provide the correct information promptly.

Example 2: Tom notices he overlooked a key demographic after launching a marketing campaign. He admits the oversight to his team and collaborates on strategies to address the gap.

Respecting Company Time and Resources

Using company time and resources appropriately and for their intended purposes demonstrates respect for the organization and its goals.

Example 1: During work hours, Maria resists the urge to shop online or engage in personal activities, ensuring she’s fully dedicated to her tasks.

Example 2: Jordan is entrusted with a company credit card. He ensures it’s used strictly for business-related expenses and always provides clear, itemized receipts.

The underlying theme in each of these examples is clear: integrity is about doing the right thing, even when it’s challenging or inconvenient.

Lack of Integrity in the Workplace Examples

While the virtues of integrity are often celebrated, it’s equally important to understand the repercussions of its absence.

A lack of integrity, whether through deliberate actions or unintentional oversights, can have far-reaching consequences that ripple through an organization, affecting both individuals and the broader business.

Examples of Integrity Breaches

Integrity breaches can manifest in various ways, from seemingly minor indiscretions to major ethical violations.

Some common examples include:

• Misrepresentation of Qualifications: An employee exaggerates their skills or qualifications during the hiring process.
• Falsifying Records: Manipulating financial or other records to present a more favorable image of the company or to hide discrepancies.
• Theft or Misuse of Company Resources: Using company funds for personal gain or taking home office supplies without permission.
• Breach of Confidentiality: Sharing sensitive company information with unauthorized individuals, whether intentionally or carelessly.

The Ripple Effect

One act of dishonesty, no matter how small, can set off a chain reaction within an organization.

Here’s how:

• Erosion of Trust: When one person acts without integrity, it can lead to a general atmosphere of distrust. Colleagues may begin to question each other’s motives, leading to a breakdown in team cohesion.
• Reputational Damage: In the age of social media and instant communication, news of unethical behavior can spread rapidly. A company known for integrity breaches can lose the trust of its customers, stakeholders, and the public at large.
• Financial Implications: Acts like embezzlement or financial misrepresentation can lead to significant monetary losses. Additionally, the company might face legal penalties, leading to further financial strain.
• Decreased Morale: When employees witness a lack of accountability or feel that unethical behavior is tolerated, it can demotivate them, leading to reduced productivity and higher turnover rates.

The aftermath of integrity breaches can linger long after the initial incident:

For Individuals:

Those found lacking in integrity might face disciplinary actions, termination, or even legal consequences. Beyond these immediate repercussions, their professional reputation can be tarnished, making it challenging to find future employment or establish trust in new work environments.

For Businesses:

A company known for integrity breaches can face a decline in stock prices, loss of clients, or even bankruptcy in extreme cases. Moreover, rebuilding a tarnished reputation can be a long, arduous process. The cost of damage control, both in terms of finances and resources, can be immense.

While integrity is paramount to a thriving, positive work environment, its absence can lead to a downward spiral with lasting consequences. It underscores the importance of a culture where integrity is not just encouraged but is seen as a non-negotiable core value.

What Are the Benefits of Integrity at Work?

When integrity is missed or missing at work, operations can quickly unravel. From a managerial perspective, a deficit in integrity can erode employee respect and create an atmosphere detrimental to productivity.

On the employee side, that lack of integrity can lead to time theft, work that doesn’t meet standards, and diminished respect for their colleagues.

However, when integrity flows through the office, here are the benefits you can look forward to:

Building a Positive Company Culture

A culture rooted in integrity is an environment of trust, respect, and openness.

Employees feel valued and heard, leading to a sense of belonging and unity. When individuals know that their organization prioritizes doing the right thing, it promotes a sense of pride and loyalty. This positive culture improves the daily work experience. It is a buffer during challenging times, ensuring the team navigates hurdles with resilience and mutual support.

Attracting and Retaining Top Talent

While compensation is important, top professionals often prioritize other factors when job hunting. They gravitate towards organizations that resonate with their personal values. A company known for its integrity stands out as an appealing choice for potential employees.

As an added bonus, when existing employees feel they’re part of an ethical organization, they’re more likely to stay, reducing turnover rates. Retaining top talent ensures the company benefits from their expertise and experience in the long run.

Enhancing Company Reputation and Customer Trust

News travels fast, thanks to our always-online culture and social media’s ability to provide instant updates.

A company’s reputation has never been more important.

Organizations known for their integrity enjoy a positive public image. Customers, stakeholders, and partners are likelier to engage with businesses they trust. This trust translates into customer loyalty, repeat business, and positive word-of-mouth referrals.

In situations where the company might face challenges or controversies, a strong foundation of integrity ensures that they receive the benefit of the doubt and support from their customer base.

Boosting Productivity and Team Collaboration

Integrity streamlines operations. When team members are honest in their communications, it reduces misunderstandings and conflicts. Decisions are made based on transparent and accurate information, leading to better outcomes.

Teams that trust each other collaborate more effectively. They’re more open to sharing ideas, providing constructive feedback, and working cohesively towards common goals. This enhanced collaboration boosts overall productivity, ensuring projects are completed efficiently and innovatively.

How To Develop Integrity in the Workplace

Creating a culture of integrity is not a one-time initiative but an ongoing commitment that requires deliberate actions and strategies.

It’s about weaving integrity into the organization’s very fabric so that every decision, interaction, and process is honest and complete.

Here’s how businesses can develop such a culture:

Leadership’s Role in Setting the Tone

The leadership team plays a trendsetting role in shaping the organization’s culture. When leaders embody and champion integrity, it sends a powerful message to the entire workforce. Their actions, more than their words, set the tone.

By demonstrating ethical decision-making, transparency in communications, and accountability for their actions, leaders inspire others to uphold the same standards. Leaders should remember that they’re always under the lens, and their commitment to integrity serves as a model for others to emulate.

Training and Workshops on Ethical Behavior

While the essence of integrity might seem intuitive, providing structured training that delves into real-world scenarios and dilemmas is beneficial. Workshops can offer employees tools and frameworks to navigate complex situations, ensuring they make decisions aligned with the company’s values.

Role-playing exercises, case studies, and group discussions can help employees understand the nuances of ethical behavior, making them better equipped to handle challenges.

Open Communication Channels for Reporting Concerns

An environment where employees feel safe to voice their concerns must be cultivated across the board. Establishing clear, confidential channels for reporting unethical behavior or misconduct ensures that issues are addressed promptly.

Whether it’s a dedicated helpline, an ombudsman, or an online portal, these mechanisms should be easily accessible and guarantee protection against retaliation. Regularly communicating the existence and purpose of these channels reinforces the organization’s commitment to addressing and rectifying integrity breaches.

Recognizing and Rewarding Acts of Integrity

Naturally, you will need to address lapses in integrity if and when they occur. However, it’s equally important to celebrate its positive manifestations. Recognizing and rewarding employees who showcase exemplary ethical behavior serves a dual purpose.

Firstly, it reinforces the organization’s value on integrity, making it clear that such actions don’t go unnoticed. Secondly, it motivates others to follow suit.

Whether through monthly awards, public acknowledgments in team meetings, or even simple thank-you notes, these gestures go a long way in promoting a culture of integrity.

A workspace where integrity is not just encouraged but is seen as an integral aspect of the organization’s identity safeguards its reputation and paves the way for sustained growth and success.

No matter where you are in your career journey—whether you’re stepping into your first job post-graduation or have been loyal to the same company for years—setting long-term goals is central to growth. Ambitions can give your career purpose and guidance.

When we think over goals, our minds often gravitate towards the immediate: the tasks on our plate or the projects for the upcoming quarter. However, integrating a long-term vision into our professional journey can be transformative. It instills ambition, fuels determination, and sharpens our focus.

In contrast, neglecting long-term planning can lead to a sense of stagnation.

Many find themselves at drift and stuck in roles they’ve outgrown, a situation intensified by family, hobbies, and life’s many responsibilities. Yet, with a clear roadmap, careers become more purposeful through life’s bumps and bruises.

In this article, we deliver a guide on long-term goals, including how to create intentional goals, their impact on you as a person and your career, and detailed examples of long-term goals for all types of people.

Long-Term Goals in the Workplace and How They Work

At the heart of every ambitious professional’s journey lies a set of long-term goals.

But what these goals look like could vastly differ from individual to individual. Everyone has a different idea of what success could be and how they want their career to factor into their lives.

For some, it could be the deeply ambitious goal of becoming a CEO or floating a company on the stock exchange. For others, it could be about balancing work and family. Or it could be to do more humanitarian work.

There’s no right or wrong answer when setting long-term goals at work. However, they can be vastly different from the daily goals we set ourselves.

Long-term goals can be defined as the sweeping objectives that individuals aim to achieve over an extended period, typically spanning several years or even decades.

They are not just fleeting desires or whims; they are deeply rooted aspirations that provide direction and purpose to our professional lives. Long-term goals are a commitment that could see us return to school, pivot into new roles, and take on new challenges.

Several characteristics set long-term goals apart from more immediate ones:

• Persistence: They remain consistent over time, even as short-term objectives may change.
• Clarity: They provide a clear picture of the desired outcome, even if the path to get there might be uncertain.
• Motivational: They serve as a source of inspiration, driving individuals to push boundaries and overcome challenges.

Think of short-term tasks as the stepping stones or the daily to-dos that lead toward achieving the bigger picture.

For instance, if one’s long-term goal is to become a department head, short-term tasks include taking on more significant projects, enrolling in leadership training, or networking with senior management. These tasks are immediate and often have a clear deadline.

In contrast, long-term aspirations, like becoming a leader in one’s field, require a combination of these short-term tasks: continuous learning, adaptability, and patience. They’re not achieved overnight but culminate years of dedication and hard work.

The Impact of Long-Term Goals on Career Development

Career development is one of the singular most important undertakings a person has. Most people work for more than 40 years, spending at least 40 hours each week in the office, the warehouse, or the work site.

We must turn to work for more than just financial security; it must provide satisfaction, a sense of purpose, and opportunities for personal growth and fulfillment. It’s here that long-term goals really come into play.

Not every job will deliver exactly what we need, and as is human nature, our desires may change. Long-term goals help us to work towards our professional wants and needs and ensure we’re always moving in a direction that aligns with our broader ambitions.

Here are a few of the ways long-term goals for work do just that:

Direction and Clarity

Career development without clear long-term goals can feel directionless. Just as we need a plan when embarking on a new project or task, our careers also benefit from a structured approach.

Without these goals, we might find ourselves in roles that don’t leverage our strengths or passions.

Long-term goals provide clarity, ensuring that our professional decisions, from courses to job changes, align with our broader aspirations and vision for the future.

Motivation and Commitment

Setting ambitious long-term goals can also be a powerful catalyst for motivation.

When we have a clear vision of what we want to achieve, the challenges faced along the way become less of obstacles and more of learning opportunities. These goals remind us of the bigger picture, especially during times of doubt or when faced with mundane tasks.

Committing to a long-term goal can turn mundane tasks into meaningful steps toward that goal. It’s the difference between seeing a task as “just another report to file” and “a step closer to my aspiration of becoming the best analyst in the industry.”

Long-term goals are more than wishful thinking.

While short-term tasks give us immediate direction and satisfaction, long-term goals shape our career objectives over time.

Crafting Meaningful Long-Term Goals

Crafting long-term goals isn’t a task to be taken lightly.

These aspirations will guide your actions, decisions, and growth for years to come. But how does one go about setting these pivotal objectives?

It’s a blend of introspection, diligent research, and seeking wisdom from those who’ve walked the path before.

Now, let’s take a look at how you can start ruminating on what your long-term goals should be.

Self-Reflection

The journey to meaningful long-term goals begins inward.

Take a step back and engage in some honest self-reflection.

• What truly drives you?
• Where do your passions lie?
• What legacy do you want to leave in your field?
• How should your work-life balance be in the future?
• What challenges are you willing to face and overcome?
• Which achievements would make you look back with pride?
• How do external factors, like family or location, influence your goals?
• How do your personal values align with your professional aspirations?

Understanding your strengths can give you a clear indication of where you can shine in your career.

Conversely, recognizing your weaknesses isn’t a moment of self-doubt but an opportunity to identify growth areas.

Since your career will always be an important part of your life, long-term goals for work should align closely with your personal values where possible. After all, professional success is most fulfilling when it resonates with personal values and desires.

Research

Once you have a clearer understanding of your personal landscape, it’s time to look outward.

The professional world is constantly in flux and flow, with industries evolving, new ones emerging, and some becoming obsolete.

Anyone planning for the long term should study these trends.

Let’s use the tech industry as an example. If you’re building a career, understanding the rise of AI or quantum computing might influence your long-term goals.

Aligning your aspirations with market demands ensures that your goals are personally fulfilling and professionally relevant. This alignment can be the difference between striving in an oversaturated market and pioneering in a burgeoning field.

Consultation

There’s a saying that resonates with career goals: “No man is an island.”

Despite being personal, crafting long-term goals should be a collaborative endeavor. Seeking mentorship can make a world of difference.

With their wealth of experience, mentors can provide insights you might have yet to consider. They can challenge your perspectives, refine your goals, and even provide resources to help you achieve them.

With that said, feedback isn’t limited to mentors.

Colleagues, peers, or even friends in the same industry can offer a fresh perspective. They can point out potential pitfalls or offer suggestions that make your goals more attainable and meaningful.

You may already have someone in mind:

• A boss.
• A thought leader from Twitter.
• A local business owner.
• A friend who’s set up their own business.

There’s never any harm in asking for advice.

Long-Term Goals Examples for Work

If you’re reading this and not yet sure what your long-term goals should be, that’s good. It should be a challenging question to answer.

To help you out, we’ve put together an extensive list of long-term goals for work that you can consider. It would be best if you didn’t take on too many long-term goals that giving them proper attention is impossible.

Opting for more than one is excellent, but goals, regardless of how ambitious, need to be attainable. So, with that out of the way, here are some examples of long-term goals in the workplace:

Leadership Aspirations:

Leadership aspirations refer to the desire to climb the corporate ladder, not just for the sake of power or a higher paycheck, but to make a meaningful impact, guide teams, and influence organizational direction.

• Leading a cross-functional team or heading a new department.
• Spearheading a major project that brings innovation to the company.
• Progressing from an entry-level position to a managerial or executive role.
• Becoming a mentor or coach to younger employees, guiding them towards their own leadership paths.

Skill Development:

Skill development is the continuous enhancement of one’s abilities to stay relevant, competitive, and adaptable in your industry to remain irreplaceable at work (great for negotiating pay rates!). There are always skill gaps to be filled, and if you can recognize and plan for them, you’ll be a more valuable asset.

• Mastering a new software or technology relevant to the industry.
• Obtaining a higher degree or certification to specialize in a niche area.
• Learning a new language to expand business in non-English speaking regions.
• Attend workshops or seminars to stay updated with industry trends and best practices.
• Engaging in hands-on projects or collaborations to apply and test new skills in real-world scenarios.

Industry Transition:

Industry transition is about adapting one’s skills and experiences to thrive in a completely different sector or role. It’s a bold move, often driven by a desire for new challenges, better opportunities, or personal passion.

• Moving from one sector to another, e.g., from finance to tech.
• Pivoting from a technical role to a client-facing or sales role.
• Transitioning from a corporate setting to a startup environment or vice versa.
• Exploring roles in emerging industries or sectors that align with one’s values and passions.
• Using skills from a previous position to address gaps or bring fresh perspectives in a new industry.

Networking:

Networking is where you’ll engage in building and nurturing professional relationships. It goes beyond just adding connections on LinkedIn or handing out business cards at an event; networking is an intentional choice to forge mutual relationships with industry experts and peers who can offer insights, opportunities, and support

• Participating in community service or volunteer work related to one’s profession.
• Joining or leading industry associations or groups to stay updated and connected.
• Attending conferences, seminars, and workshops to meet like-minded professionals.
• Organizing or attending local meetups or networking events to foster community ties.

Personal Branding:

Personal branding is about developing yourself as an expert in your industry. It’s the impression people have of you based on your expertise, actions, and online presence. Good personal branding can lead to speaking engagements, books, and other opportunities reserved for the best of the best.

• Establishing oneself as a thought leader or expert in a specific domain.
• Speaking at industry events or guest lecturing at educational institutions.
• Launching a personal blog, podcast, or YouTube channel related to professional expertise.
• Engaging actively on professional social media platforms, sharing insights, and joining discussions.

Work-Life Balance:

Work-life balance is the equilibrium between one’s professional responsibilities and personal life. Work doesn’t overshadow other important aspects of life like family, hobbies, and self-care. Achieving this balance can increase productivity and improve mental well-being and job satisfaction.

• Prioritizing time for hobbies, relaxation, and spending time with loved ones.
• Setting boundaries by unplugging from work emails or calls during off-hours.
• A four-day workweek or flexible working hours to accommodate personal commitments.

Financial Goals:

Financial goals are the monetary objectives one sets for one’s professional journey. These can range from short-term targets like saving for a vacation to long-term aspirations like retirement planning.

• Investing in assets like property or stocks to grow wealth.
• Aiming for a specific salary bracket to meet lifestyle aspirations.
• Saving a certain amount for retirement to ensure a comfortable post-work life.

Mentorship:

Mentorship is a relationship in which a more experienced individual guides a less experienced person in their professional journey. It’s a two-way street where the mentor and mentee can learn and grow.

• Seeking a mentor in a desired field or position to gain insights and advice.
• Participating in formal mentorship programs offered by organizations or institutions.
• Taking a certain number of professionals or students under one’s wing and guiding them.
• Sharing experiences and lessons learned through seminars, workshops, or online platforms.

Entrepreneurial Goals:

Entrepreneurial goals revolve around the ambition to create, manage, and grow a business. Whether it’s a passion project on the side or a full-blown startup, these goals can be both financially driven or based on personal values and desires to make a difference.

• Seeking partnerships or collaborations to expand business reach and offerings.
• Starting a side business or transitioning to full-time entrepreneurship to pursue a passion.
• Scaling a startup to reach a specific revenue or user base milestone, ensuring business growth and sustainability.

Sustainability Goals:

Sustainability goals focus on the long-term well-being of the environment, society, and the economy. For professionals, this means integrating sustainable practices into their work, advocating for green initiatives, and ensuring that their actions positively impact the world.

• Spearheading green initiatives within the organization, promoting eco-friendly practices and solutions.
• Advocating for the adoption of renewable energy sources or waste reduction measures in the workplace.
• Reducing the company’s carbon footprint by a specific percentage, aiming for a more sustainable operational model.
• Collaborating with NGOs or community groups on projects that promote environmental conservation and awareness.
• Participating in corporate social responsibility (CSR) initiatives, aligning business practices with societal needs and expectations.

Innovation and Creativity:

Embracing innovation and creativity means constantly seeking new ways to improve, differentiate, and lead in one’s field. It’s about pushing boundaries and challenging the status quo. You might have identified ways to save money or new areas to expand into; being innovative can lead to making a name for yourself.

• Filing for patents to protect and capitalize on unique inventions or ideas.
• Participating in or hosting hackathons to solve industry-specific challenges.
• Leading brainstorming sessions or innovation hubs, creating spaces where ideas can flourish and evolve.

Continuous Learning:

Continuous learning may involve going back to college and studying for a master’s or MBA, but it doesn’t have to mean a return to formal education. In reality, a wide range of activities contribute to personal and professional growth. Certification, short courses, webinars, workshops, and even self-paced online tutorials can all play a part.

• Enrolling in online courses or workshops to acquire new skills or deepen existing ones.
• Attending industry conferences, seminars, or webinars to network and learn from experts.
• Engaging in peer learning or knowledge-sharing sessions fosters a culture of collective growth.
• Reading a set number of books related to the industry each year, staying updated with the latest trends and research.