A recent article at the Harvard Business Review website offered a step-by-step guide on dealing with such situations.
Who is out of line?
You should ensure that your own desired standards are not out of sync with company policy. This means consulting with HR or colleagues who are more familiar with the local norms.
Do some research
Following on from the above, you need to ascertain whether the practices you personally dislike are tolerated by other managers. If so, you will have to offer them and your superiors convincing arguments for change. But don’t be too pushy: make your case calmly and be prepared for a discussion.
Go public
Be prepared also for an open debate with your team. Defend your principles without trying to take the moral high ground. Focus primarily on the negative effect of bad practices from the perspective of clients and others with a vested interest in the company. Allow for feedback but make it clear that only serious objections to your vision will be considered.
Look ahead
Tell your team there will be no dwelling on the past. Explain, however, that there will be no avoiding change either.
Act promptly if problems arise
Praise whenever appropriate but, likewise, draw attention to any instances of non-compliance with the new norms. The first time something happens, do not pick on individuals; instead, address your remarks to the group as a whole. Emphasise the importance of peer regulation: the team as a whole should not tolerate poor behaviour from one of its members.
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