Why some people flirt with disaster to save a few bucks is beyond me.  What is it? Laziness? Excessive compulsion to skimp to the nth degree? I’m sometimes asked if ambivalence can be overcome by workplace training.  My answer is a “definite maybe.”

Early today I met with person who was being sued in a class action lawsuit. The problem? His name is listed among hundreds of others as having worked on a particular building—and now the foundation of the building is cracking.

Turns out my acquaintance’s written instructions to the people pouring the foundation was to double the amount of rebar in the footing areas. Did they listen? Noooooo. He was wise enough to take pictures of their skimpiness, which is going to save him from being liable in the lawsuit, but the main point is this: 

The job called for extra reinforcement in the foundation. 
For some reason, the company doing the work decided it wasn’t necessary.
Their cutting corners is now causing havoc for many innocent companies.

Again, the question: Can training address this?

We know the company was instructed in writing. We know the company was warned in writing. Yet they persisted in cutting corners. At issue is someone’s work ethic – their values. Can values be changed?  Yes.  Through training?  Sometimes.

Essentially this reminds me of a good light bulb joke:

Q: How many people does it take to change a light bulb?
A: None. The light bulb has to want to change.

Work ethics and values can change, but for adults, it’s almost always after what psychologists call a “Significant Emotional Event.”

Hopefully, this lawsuit is a large enough significant emotional event. The reason? Even if the thought crossed their mind, you don’t see too many skimpy employers signing up for training on “how to improve the ethics of your company.”

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Filed in Business, Training, Leadership, Workplace, Corporate Culture