Respect
The document says feedback should be delivered with empathy and respect without compromising the message.
Research in progress: accounts and documents are being reviewedSee the latest update
Behavioural standard / S8 / Reviewed
MECCA's Living Values 2024
Five published values with examples of what each value is and is not, including respect, responsibility, wellbeing and sustainable effort.
Scope: Workplace values described for team members
Overview
The document defines five behavioural values and sets boundaries around conduct that should not be justified in their name.
To describe expected workplace behaviours and clarify conduct that is inconsistent with each value.
- All team members
- Managers and leaders
- Performance and growth conversations
- Deliver feedback with empathy and respect
- Value different perspectives
- Support team wellbeing
- Avoid unreasonable or unsustainable requests
- Act when something is not right
- Treat others with respect and courtesy
- Take responsibility
- Bring positive energy without pretending difficulties do not exist
- Work collaboratively
- Take care of wellbeing
- Performance & Growth cycle
- Behavioural expectations
- Feedback conversations
No fixed review interval is stated in the document.
- Respectful and inclusive conduct
- Honest feedback
- Shared accountability
- Sustainable work practices
- Employee wellbeing
- Acting when something is not right
Wellbeing
It distinguishes doing whatever it takes from overwork, burnout and unreasonable requests.
Speaking up
Taking responsibility includes acting when something is not right.
- How were the values communicated and modelled?
- Were difficult conversations handled with empathy and respect?
- Were workload and wellbeing boundaries observed?
- Could employees act on concerns without negative consequences?
01Publish
Define values and boundaries
02Communicate
Explain expected behaviours
03Apply
Use in day-to-day management
04Assess
Reference in performance and growth
Evidence can be added without changing the archive structure.
Future records may include authenticated versions, implementation records, meeting notes, training material or organisational response.
Experience will be assessed separately.
Contributor accounts will not be merged into the organisational source. They will be coded, assessed and linked only where consent, relevance and source safety allow.
Evidence status
Internal guidance identified. Implementation not determined.
This analysis paraphrases what the reviewed source describes. It does not establish that the material was current, mandatory, distributed to every employee or consistently followed in practice.