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deontological charters,
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charter of Values or courtesy charters.
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They have gradually developed over the last 10 years in the corporate world.
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Similar to a code of good conduct,
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these charters complement the company rules
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included in the internal regulations.
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Let's discover in this video which forms these charters can take,
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what their legal values are,
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and how to implement them.
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What is a relationship charter?
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It would seem that internal regulations with mandatory clauses such as security,
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are no longer enough for the company.
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The rules laid down in them protect and supervise employees,
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but do not go much further into the notion of harmony and living world together,
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hence the need to draw up relationship charters.
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charters are flourishing in companies to the point.
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That the relationship charter can be confused with or included in
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social or ethical charters.
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some companies have an ethical charter on harassment
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in which the possible avenues of recourse for employees
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in the event of a complaint are described.
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Within the framework of CSR corporate social responsibility,
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some charters are signed by the company committing itself,
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to transparent recruitment,
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recognition of performance,
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refusal of discrimination,
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and protection of personal information.
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These points will of course influence employee behavior
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whether or not they are written in the form of a code of conduct.
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The pure relationship charter
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includes rules of behavior,
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and moral values that can sometimes be as simple
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as saying hello or thank you to your peers.
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They sometimes cover broader areas than just interpersonal relations,
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such as rules for the use of IT equipment,
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environmental respect,
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sustainable development,
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If the company has defined a set of values,
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its charter will certainly set out the expected behavior.
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What is the legal basis for the relationship charter?
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It should be noted that there is no legislation on the charter.
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It is not mandatory.
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It is freely at the initiative of companies,
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and its content is just as free
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as long as it respects the law.
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companies are increasingly relying on these
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charters to sanction certain employee behavior.
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They invoke lack of respect for the charter as grounds for dismissal.
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of abuse and misuse of charters.
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How to implement the relationship charter.
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The best way to ensure compliance with the rules of conduct,
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and moral values is to invoke employees in drafting the charter.
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Consultation with employee representatives is not
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mandatory but is strongly recommended.
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I invite you to be clear,
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and practical in the behavior described.
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Use action verbs as much as possible.
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Keep the presentation simple and easy to read.
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Here are a few examples of rules of conduct.
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Share known information with colleagues.
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Be punctual at your workstation,
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meetings and appointments.
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Respect others in their work and their values.
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Accept the differences of each one,
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To these courtesy rules we can add other rules such as
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disconnecting from emails in meetings,
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being attentive when writing emails to avoid being rude or overly bossy,
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not soliciting employees on vacation or sick leave,
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taking all your days off.
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No meeting before 9 a.m. or after 6 p.m.
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Inviting only the concerned people to the meetings.
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Google will add rules like don't have meetings with more than 8 people.
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the publication of the charter is essential.
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Post it in accessible places,
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places where the customer and the supplier can see it too,
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make it available on the internet.
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Mention it at meetings.
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Regularly write an article in the newspaper
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giving meaning and examples to certain points.
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You could also suggest that everyone sign the charter during
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the annual individual interview or upon arrival in the company.
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The relational ethical courtesy charter or the code of good conduct
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are tools for internal cohesion,
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allowing agreement on the objectives,
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and duties of all.
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if it has not been misused for disciplinary purposes,
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can thus restore human relations to a central place in the company
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and improve well-being at work.
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To go further in the direction of well-being in the workplace,
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One of my contacts sent me a document he found
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on his desk on his first day at Renault Nissan.
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The document was entitled You Have the right to.
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Here are a few examples of rights that were noted on his welcome sheet.
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You have the right to say,
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You have the right to introduce yourself.
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You have the right to ask for help,
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to make mistakes,
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to say no if you're too busy,
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not to check your emails every hour,
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to give your opinion,
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to say yes to a coffee,
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Interesting that the company goes beyond the writing of
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lists of duties to propose a list of rights,
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list of rights to be included in the charters.
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Responsible companies spend a lot of time and energy training their
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employees in the basic rules of healthy and productive collaboration.
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in his book Reinventing Organizations
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gives us examples of companies that have adopted relationship charters,
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some of which go as far as to detail the expected attitude in a conflict.
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Here is an example with the company RHD,
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a company with 4000 employees that offers personal services.
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RHD has adopted a charter of rights
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and responsibilities for employees and clients.
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Here is an excerpt about the conflict.
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If conflict and disputes or disagreements are natural explosive displays or
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hostile expressions of any kind are not acceptable at RHD.
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As a member of RHD,
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it is important that you are able to do two things
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to distance yourself from your need to be right
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so that you can hear and respect the truth of others and their point of view.
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distinguish between your thoughts,
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what's going on in your head,
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and your behavior,
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what you do or say.
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The charter then details precisely 5 unacceptable ways to express hostility.
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Degrading words and behavior,
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indirect negative messages,
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threat or abandonment,
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negation of the reality of the other person,
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intimidation explosion.
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these relational charters attempt to provide
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a protective and productive work environment.
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They define what healthy relationships are at work
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and everything leads us to believe that they will develop more
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and more in the years to come on paper first,
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