Non-Responsive Behaviour: A Silent Detriment to Professionalism and Organizational Branding- #Experiential Sharing#

In the last few months, while I have been interacting with many HR professionals, I am experiencing responsive as well as non responsive behaviour both. There are many, who will be impressive one, the way they respond, and few are, who will be initially responding, later on, starts being non responsive to mail & Calls. Reason is best known to them. To Add on to these experiences, Recently I came across a situation that left me reflecting on the relevance of professional solidarity.

?A senior functional head, who had parted ways with his organization, sought a simple assistance from a former colleague—related to his car insurance, which was a company leased car. To his surprise, the colleague refused to help.

It's about the ripple effects, such behaviour can have on both individual and organizational reputations.

Immediate Impact on the Professional, as I see it:

1. Trust Erosion: When a colleague does not respond, can lead to a loss of trust, not just with the individual involved but within the broader professional network.
2. Isolation: Non-responsive behaviour can create a culture of isolation, where professionals feel unsupported and undervalued.
3. Reputation Damage: Actions, or lack thereof, are noted. Over time, such behaviour can tarnish one's professional reputation, leading to lost opportunities and strained relationships.

Broader Organizational Impact:

1. Brand Perception: Organizations are judged not just by their policies but by the behaviour of their employees.
2. Talent Retention: A lack of solidarity can drive away top talent, as professionals seek environments where they feel supported and valued.
3. Cultural Deterioration: Over time, non-responsive behaviour can erode the very fabric of an organization's culture, leading to a disengaged and demotivated workforce.

The Reverse Impact: Imagine the impact if the colleague had responded positively:

1. Strengthened Professional Bonds: The simple act of helping could have reinforced a sense of camaraderie and trust.
2. Positive Organizational Branding: Such actions speak volumes about the organization's values and can enhance its reputation both internally and externally.
3. Empowered Workforce: A culture of support fosters a motivated, loyal, and collaborative team, driving the organization towards success.

In the end, we must remember that our actions—or inactions—echo far beyond the immediate moment.

More so, when it happens with fellow functional colleague, it is a matter of concern. And if it is a reflection of deeply rooted behavioral manifestation, it is worrisome, must be happening with many internal stakeholders too.

And if these employees do belong to GREAT PLACE TO WORK, then it does not suit the very credentials of certification.

As professionals, it’s our responsibility to uphold the values of Empathy, Collaboration, and Support, not just for the sake of our colleagues but for the integrity of our profession and the brand we represent.

#Professionalism #OrganizationalCulture #Leadership #Empathy #CorporateBranding

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