You don’t need a big HR team to set clear expectations—just intent, structure, and consistency.

A business owner once said:

Another shared:

A Code of Conduct isn’t bureaucracy.

It’s a simple, proactive way to set behavioral and ethical standards—before misunderstandings or conflicts arise.

Let’s break down how to build one that’s relevant, readable, and respected—without sounding corporate or cold.

Step 1: Understand What a Code of Conduct Actually Is

It’s not a legal document or an employee manual.

It’s a short, clear guide that tells your team:

• What behaviors are expected

• What won’t be tolerated

• How people are expected to treat each other, clients, and the business

It sets the tone for culture—and gives managers a reference point when something goes off-track.

Step 2: Decide What It Should Cover (Not Copy-Paste Corporate)

Keep it simple and tailored to your team size, industry, and values.

A small business Code of Conduct should include:

1. Respect & Professionalism

   → How employees treat each other, vendors, clients

2. Punctuality & Attendance

   → Clarity on working hours, time-off process, and communication norms

3. Communication Norms

   → What channels to use, response expectations, tone and boundaries

4. Work Ethic & Accountability

   → Ownership of tasks, deadlines, transparency when stuck

5. Use of Company Assets

   → Phones, laptops, internet usage, data confidentiality

6. Conflict & Grievance Handling

   → Where to raise issues, how feedback works, anti-harassment commitment

7. Integrity & Honesty

   → No falsification of data, billing, time logs, or misrepresentation

8. Consequences for Breach

   → Not legalese, just a clear line: repeated violations may lead to warnings or exit

💡 You can also include a short note on what you value as a culture—humility, reliability, collaboration, etc.

Step 3: Involve the Team in Drafting It

If this is your first time introducing a code, make it collaborative, not top-down.

• Ask senior team members for feedback: “What do you think should be part of our conduct charter?”

• Use examples from real incidents (without names) to co-create relevance

• Share a first draft and invite suggestions before finalizing

📌 The more involved your team is, the more likely they’ll respect and uphold it.

Step 4: Keep the Tone Human, Not Legal

Your Code of Conduct should sound like you—not like a lawyer.

Instead of:

Say:

The tone builds trust—even more than the words.

Step 5: Make It Visible and Useful

Once finalized:

• Share it during onboarding

• Keep it accessible (print + digital copy)

• Refer to it when handling issues—not as a weapon, but as a neutral standard

You can even summarize it into a 1-page “Culture Charter” and pin it in the office or team Slack.

Step 6: Review and Evolve Annually

Culture shifts. Teams grow.

So should your code.

Set a reminder to:

• Review it annually with senior staff

• Add clauses based on new learnings (e.g., remote work, data policies)

• Remove anything outdated or unclear

Consistency = credibility.

TL;DR – Too Long; Didn’t Read

• A Code of Conduct is a short guide that outlines team behavior and accountability.

• Cover areas like respect, time management, communication, use of company assets, and grievance norms.

• Write in plain language, not legal jargon.

• Involve your team in the drafting process—it builds ownership.

• Keep it visible, relevant, and updated each year.

You don’t need a 50-page policy handbook.

You need a clear, founder-aligned code that helps your team grow without friction or confusion.

Because strong culture isn’t built by chance.

It’s built by clarity—and the courage to put expectations in writing.