Support through your toughest HR challenges: A network of 285,000 HR professionals.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Effective leaders use decencies to build great workforces one gesture at a time.
Reuben Mark, chairman and CEO of Colgate-Palmolive, credits his success to a simple decision. “I have made it my business to be sure that nothing important or creative at Colgate-Palmolive is perceived as my idea,” Mark says.
At biotech company Genentech, every member of the leadership team has at least one “open office hour” each month—taking a cue from academia, where professors are available to students during office hours.
When he was CEO of Nabisco, Douglas Conant wrote five to 10 personal notes every day to employees and others recognizing their contributions.
Jim Donald, CEO and president of Starbucks, insists that hour-long meetings be completed in forty-five minutes. While everyone appreciates economical meetings, the power of the practice goes to what Donald does with the time savings and invites others to do. Donald takes the extra 15 minutes to call someone—a customer, colleague, partner or vendor—whom he usually does not contact every day.
These are examples of practices I call business decencies. A business decency is a gesture offered without expectation of reward that in ways small and large changes the corporate culture for the better. You don’t have to be a CEO or senior executive to practice decencies. You don’t need a budget. You don’t need permission.
You do need to take action.
A company’s culture can be molded—and for the better—by the cumulative power of small decencies. It’s about the way leaders choose to behave—the actions leaders embrace—every day, especially during the quiet moments when we think no one is watching.
The Two-Minute Schmooze
While I’ve witnessed, received and done my best to offer business decencies throughout my career, it wasn’t until about 10 years ago that I understood how powerful decencies can be. That power came to my attention as I accompanied Ray, our new chief operating officer, to meet the people at our various offices across the country. We arrived at our first stop, a mid-size branch, and passed through the glass doors into the familiar reception area. As usual, Melissa, the receptionist, was on duty, and I greeted her as I led Ray toward the interior offices.
Suddenly I found myself being pulled back into the reception area. “What’s wrong?” I asked. Ray said nothing, but guided me back to the reception desk. Then I watched as Ray made an ally and a memory. The first thing Ray did was stick out his right hand, a gesture reinforced by his charismatic smile that generated enough electricity to power a small town, and said, “Good morning, Melissa, I’m Ray. I’m new here. It’s so great to meet you!” After introducing himself, Ray launched into a dialogue with Melissa. She was obviously delighted with the exchange.
As I closed the door to the meeting area, I looked at Ray. “What was that all about?” I asked. “It’s called the two-minute schmooze,” he replied. “Our receptionists meet or talk by phone to more people critical to our company in one day than you or I will ever meet in the course of a year—people at all levels from all of our branches, our customers, our suppliers, our colleagues, our bosses, our applicants and job seekers. Melissa and the dozens like her are the company’s concierge desk. They control our reputation. And anyway, it’s a decent thing to do, just the decent thing to do.”
The same principle holds true no matter what position of leadership you hold in the company. The way you treat the employees who connect with the customers will be reflected in how those employees, in turn, treat the customers. Make sure it’s a good connection.
Ripples in a Pond
I’d like to think I’ve mastered the two-minute schmooze, and I recommend it wholeheartedly. The two-minute schmooze subsequently became widely practiced throughout the company, as I discovered some years later.
I was visiting another branch office, many miles and many years removed from the place I first encountered the two-minute schmooze. By this time, the decency came naturally to me. As Nancy, the receptionist, and I were talking, Gary, the regional vice president, asked Nancy to give me one of her business cards. Business cards for receptionists? That was new to me. Of course, I expressed immediate interest and she proudly put a card in my hand. Under Nancy’s name, her title stood out: “Director of First Impressions.”
Ray’s initial decency had created ripples that spread to other locations, enriching the lives of an unknown number of people who work for the same company without necessarily knowing each other. Is it an impact that shows up on a balance sheet? Perhaps not. But maybe the impact is more significant in that it shows up every time a receptionist—director of first impressions—greets a visitor, answers the telephone or responds to a question.
If the two-minute schmooze empowered just one receptionist, that outcome would be enough justification for the very little effort it required. But what is perhaps more interesting is how role-modeling by one person—one leader—can influence the behavior of many. What is powerful is how one small action that builds someone up can translate into visible, replicable manifestations of what you want your company culture to be.
What’s a Decency?
Decencies represent many things. “Warm fuzzies” is one of them, and that’s OK because that subjective feeling builds bridges between colleagues and engenders a comfortable sense of community. But decencies need to be more if we want them to be effective in molding a corporate culture. Effective decencies have most or all of the following characteristics.
A Small List Of Small Decencies
Business decency, a subset of human decency, comes in many forms. Even saying “good morning,” remembering someone’s name and saying a quick thank you are elementary decencies. Those, in particular, are most conspicuous by their absence. Here are a few other decencies that are common in companies with strong cultures that try to do the right thing:
Steve Harrison is chairman of Lee Hecht Harrison, a global leader in career management solutions based in Woodcliff Lake, N.J., and author of The Managers Book of Decencies: How Small Gestures Build Great Companies (McGraw-Hill, 2007).
Harrison welcomes examples of decencies. For more on the book or to submit your decencies, visit
SHRM online newsletter: Managing Smart
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 3,200 companies