If you ask 100 HR professionals what their number one goal is, all 100 of them will answer: attracting skilled individuals. 

So, is that all there’s to hiring talent? No, since you also need individuals passionate about their professional development. On top of that, they should be committed to the growth of their team and company. That’s what a good work ethic stands for.

A strong work ethic is a cornerstone of the perfect candidate's profile. However, the term encompasses a range of behaviors and principles. It may also vary widely among individuals and cultures. 

In this post, we have compiled eight examples of good work ethic, explaining how these qualities manifest in the workplace. We’ll also offer actionable tips on how to promote them within your organization. 

But first, let’s explore what constitutes a good work ethic and how it contributes to overall business success. 

What is a good work ethic?

Work ethic refers to the set of personal values that guide a person’s behavior in a professional environment. Simply put, which principles they adopt in the workspace.

A good work ethic impacts how an individual approaches every area of their work life, from managing tasks to collaborating with colleagues. It’s also what drives employees to rise above any challenge that holds them back from reaching their full potential.

Having this kind of mindset doesn’t just help professionals achieve their goals; it sets an example to others, contributing to a positive and growth-driven company culture. Let’s see how.

Why are work ethics important?

Ethics in the workplace are much more than a buzzword or a bullet point in a resume. Rather than that, a strong work ethic is the glue that holds your workforce together and motivates them to give back. 

Here’s how positive ethics work in both employers’ and employees’ favor:

• Improving business results: Work ethics serve as a motivation for employees, urging them to go above and beyond the role requirements. Qualities like dedication, punctuality, and focus, ensure professionals get more things done in less time. Which, in turn, translates to high-quality and consistent results.
  
  

• Saving time from employee supervision: When professionals adopt acceptable behavior, business owners and managers don’t have to monitor every task. As a result, they’re less likely to fall into the micromanagement trap and invest their time in optimizing operations instead.
  
  

• Enhancing the company’s reputation: Employees with strong work ethics avoid any behavior that would reflect negatively on the company as a whole. The less your organization is linked to poor practices, the more credible and reputable it becomes. And that’s how you keep attracting customers and employees.
  
  

• Impacting peers in a positive way: Great work ethics involve behavioral traits like professionalism, adaptability, and accountability. This kind of positive behavior turns ethical employees into role models for their peers. For the same reason, they’re the most eligible candidates for taking on leadership roles.

8 Strong work ethics examples and their business impact

After analyzing the benefits, it’s time to dive into the pillars of ethical behavior in the workplace. The following indicators are reliable markers for telling between candidates committed to excellence and those satisfied with meeting the minimum requirements.

Time management 

Employees with good work ethic know how to manage their time effectively. They prioritize tasks, meet deadlines, and get things done. These employees are punctual and arrive at work on time or earlier. The same goes for meetings and any task they need to perform along with others.

They respect their colleagues’ time and effort, which makes them great team players. Plus, their dedication and punctuality motivates other employees to be equally efficient. And that’s when projects get completed with no hiccups or last-minute anxiety. 

Speaking of hiccups, a common one involves employee burnout. But time management is also about pausing work to avoid mistakes. Professionals with good time management skills know their limits and understand when they need to take breaks. 

If they need to get up and stretch or have a snack, they will do just that. They understand that regular breaks aren’t procrastination but an effective way to remove tension and stress. And less stress means better mental health and productivity for longer periods of time. 

Productivity

As discussed, time management and productivity play well together. Productive employees are organized, completing each task efficiently and with the best outcome in mind. However, they do know how to prioritize quality over quantity, focusing their efforts on meaningful tasks instead of stressing over every little detail. 

You won’t see a professional invested in work ethics scrolling through their social media feeds or constantly checking their mobile phones. They understand there’s a time and a place for everything. So, they won’t let their brain wander on a busy Monday morning. 

As high potential employees, they avoid procrastination at all costs. You shouldn’t assume that they’re all work and no play, though. They just want to finish their work obligations before committing to social activities. In the meantime, they always leave room for adequate breaks to recharge their batteries and return to their tasks more energized.

Accountability and responsibility 

A strong sense of responsibility and accountability are important indicators of a good work ethic. As a business owner or team leader, you want employees to take responsibility for their mistakes and do whatever is necessary to rectify.

Responsible individuals recognize when things don’t go as planned, holding themselves accountable for their behavior and ensuring damage control. They also let the appropriate team members know beforehand instead of pointing fingers or sweeping things under the rag. 

Having such an employee means you can always rely on their commitment to transparency and hard work. Besides that, you know they’ll actively focus on finding a solution fast when others will only see the problem.

From a manager’s perspective, these people are easy to work with since they aren’t afraid of constructive criticism. They respond to it logically instead, without taking things personally - which is a common headache for people in higher positions. 

Professionalism 

We all have bad days. But how often do we let our problems outside of the office affect our work? That’s what sets employees with a strong work ethic apart; they’ll put those problems aside and do their best not to lose their focus. 

Even when under the weather, these employees will still provide high-quality work. Especially when working with a team, they’ll play their part so team operations run smoothly. And it’s not just because they hate missing deadlines.

The reason they don’t let their emotions take control is that they understand the importance of collaboration and effective communication within the workspace.

Which is why you’ll never see them speak to their colleagues disrespectfully, even under pressure or through hard times. If they do feel the need to communicate their state of mind, they’ll be clear and polite. 

Their commitment to ethical standards and positive attitude contributes to a healthy and balanced workspace. By investing in productivity and teamwork, they help employers keep toxic behavior and conflicts away.

Collaboration

“No matter how brilliant your mind or strategy, if you’re playing a solo game, you’ll always lose out to a team.” Although Reid Hoffman’s saying applies to several use cases, collaboration and teamwork lie at the heart of business success. 

Which is why finding “team players” should be on the radar of every recruiter. By team player, we mean those employees prioritizing effective collaboration, clear and respectful communication, and empathy. 

Team players bring their A-game by sharing their expertise and celebrating their colleagues’ contributions. Instead of feeling intimidated by different perspectives, they encourage and support most ideas and initiatives coming from other team members. 

On top of that, they’ll go out of their way to help their peers fulfill their vision. That’s because they know that, in workplaces, high morale beats credit every time. 

Initiative

An employee with solid work ethics is eager to try new things and take initiative to help their organization reach its goals. Unlike many people who fear the unknown or responsibility, pioneers tackle that challenge with a “bring-it-on” attitude.

They usually don’t expect others to ask them to perform a task. Instead, people of initiative volunteer for projects. They’re also the stars of brainstorming meetings, bringing creative ideas and innovative approaches to the table. Going beyond theory, they proactively explore ways to put these ideas into action. 

In other words, employees who show initiative seize every opportunity to stand out and develop their skills. Therefore, they’ll do their best to handle even the most complex tasks with minimum supervision. 

Adaptability

With consumer preferences shifting and AI technology taking over, embracing change and adjusting quickly is a must-have rather than a nice-to-have. 

This means you’ll need employees who welcome the unknown and take action rather than feeling intimidated. Imagine a project gone wrong where team members have to shift their strategy. A flexible individual won’t lose their focus, employing its critical thinking and resourcefulness to rise above the challenge.

Adaptability has many practical applications in the workspace, ranging from small changes like using a new tool to more impactful ones like adjusting to a new role. They often see learning new skills as an adventure that opens up more development opportunities. 

This characteristic also makes them perfect team players and leaders since they inspire calmness and confidence in others.

Dedication and continuous learning

Employees with a strong work ethic find fulfillment in their jobs. Above everything else, they demonstrate dedication daily. Not just to their jobs but also to their teams and peers. Which means they’ll go the extra mile to finish projects or help their teammates complete tasks. 

Also, they’re eager to learn and leverage opportunities for continuous improvement. For example, such an employee will be on the lookout for training programs, seminars, and conferences. There, they can enrich their skills and stay up to speed with changing trends. 

Moreover, they’re constantly curious. So, when they meet someone who knows something they don’t, they won’t think twice about asking them to share their knowledge. 

Examples of bad work ethics: Can you turn things around? 

Employees with a poor work ethic may have an impact on your day-to-day operations since they tend to be emotionally absent and disengaged. Also, they’re the most usual suspects for becoming quiet quitters.

Here are some specific examples of what a bad work ethic looks like:

• Missing project deadlines or waiting for the last minute to complete tasks

• Making excuses for mistakes or shifting the blame to others

• Displaying passive behavior with a lack of initiative

• Focusing on bottlenecks instead of looking for solutions

• Not asking for feedback or guidance on how to improve

• Causing miscommunication or refusing to collaborate with peers

So, are such professionals a lost cause? Not necessarily. People with mediocre work ethics aren’t always bad employees. They may be facing non-work-related issues or experiencing feelings of failure and/or inadequacy.

Their disengagement could also be the result of poor management practices like micromanagement. Being underpaid is another common reason behind poor work ethics.

Therefore, you shouldn’t give up on these employees without first identifying the root of the problem. Consider setting up one-on-one meetings to offer feedback and ask if there’s anything you can do on your side. Also, encourage them to seek mental health support (if needed) or participate in activities that promote their well-being.

These tactics might seem counterproductive and time-consuming at first. However, showing you care about an employee’s future in your business may work wonders in some cases. After all, the cost of replacing an employee can equal 50% to 200% of their annual salary. Not to mention the hours spent searching for the ideal candidate.

As for retaining talent who might have lost their purpose, though? Sometimes all it takes is listening closely and understanding what causes their disengagement.

However, if your efforts don’t bear fruit and the employee keeps showing inappropriate behavior, you’d better look for a more suitable candidate for the role.

5 Ways to foster and practice a strong work ethic 

So far, we’ve covered what work ethic means and which traits to look for in an employee. But what about business owners and team leaders? Well, your part involves doing everything required to foster a solid work ethic. Let’s see how.

Prioritize your employees’ needs

Employees stick with businesses that understand and respect their needs. Even self-motivated individuals appreciate support, guidance, and a sense of purpose.

But not every professional has the same needs as the next one. For example, a remote employee might appreciate frequent communication - the type that builds meaningful connections. 

What about a working parent? They could feel safe in an environment that offers flexibility, as long as they present the desired results. And when it comes to people in new roles, you should give them access to training or a “work buddy” to guide them.

The key is to make employees feel cared for. The best way to do that is to constantly ask for feedback and be open to constructive conversations, not just typical one-on-ones. The more you listen to them, the more engaged they become. 

Rely on two-way feedback

It’s not uncommon for employers to underestimate the power of feedback. But ongoing feedback is a necessary ingredient of a healthy and positive work environment. 

If, by reading the above, you’re thinking about how to communicate performance and behavior issues with employees, that right there is the wrong path. Constructive criticism should go both ways. You too can learn from your team and develop your skills.

So, whether you’re a manager or team leader, make sure you set up feedback meetings where you ask things like: “Is this a safe space to express your ideas? Do you find fulfillment in what you do? Are there any ethical concerns that need to be addressed?” 

Simply put, you should regularly check with employees whether business procedures are effective. Ask them where they think you can do better without getting passive-aggressive. 

Keep in mind, though, that some employees might be uncomfortable with this direct approach. To ensure they too can have an impact, consider sending anonymous eNPS surveys to measure employee satisfaction and identify pain points. That way, even people who are afraid to speak their minds will participate.

Offer mentoring and training programs 

Regardless of their experience, new hires expect support during their first days in a role. The most effective and structured method is to offer mentoring and training programs that help them get from point A to point B.

With a mentoring program, you assign new hires to top-performing senior employees that guide them and address their concerns. Make sure you clear up enough time for mentors so they can dedicate them to employees through regular meetings.

Another way to go is to create training programs where people use educational resources to familiarize themselves with work-specific tasks, as well as the processes and values adopted by your organization. To simplify things, opt for digestible and easy-to-comprehend formats like videos and step-by-step presentations.

Lead by example

You can never expect your workforce to demonstrate professional behavior if you don’t set an example. Business leaders, by definition, set the benchmark for their employees, inspiring them to become the best version of themselves.

When leadership is passionate about what they do, others follow their lead. Practice what you preach by showing commitment, professionalism, and integrity. Make sure every team member feels included and respected. Build a workplace culture of collaboration and open communication, and stick to it no matter what.

Remember that people’s actions are defined by what they observe. Therefore, when you set workplace do’s and don’ts and demonstrate discipline, so will others.

Reward ethical behavior

Remember those school days when the teacher said “well done” to you in front of the entire class? That need for reward doesn’t magically disappear. As professionals, we expect our efforts to be recognized and appreciated.

A simple “keep up the good work” goes a long way, mathematically leading to the employee doing exactly that in the future. You can always follow the school days example and acknowledge top performers and value-driven employees in front of others. For instance, in a team meeting or an email highlighting their achievements.

There’s a catch here, though. Sometimes hard workers go beyond their limits to keep up. It's important to watch out for employees on the verge of burnout. So, do say ‘thank you’ but ensure they’re not overwhelmed and that no team member takes advantage of their dedication.

Identifying strong work ethic with Bryq’s indicators

A good work ethic involves much more than just the willingness to perform tasks. It’s a value system that prioritizes teamwork, reliability, and a commitment to quality work. 

So, hiring managers shouldn’t just tick boxes with job-specific skills. Instead, they should search for candidates whose moral principles align with yours. 

But saying you want employees with good work ethic is one thing and knowing what qualities to look for is another. Thankfully, you’re not alone. Bryq has created Indicators, a tool that helps you gauge where each candidate’s work ethic lies. 

Are you looking to hire a responsible person? Somebody who is “rule-conscious” is likely to hold themselves accountable for their actions. Is good time management your top priority? A “perfectionist” is likely to get the work (effectively) done on time. 

With Bryq’s personalized ‘Indicators’, you can recognize candidates who match your open roles and company culture. To see how Bryq works in action, book a demo with us and hire top talent with confidence.

FAQs

Why do businesses need good work ethics?

Business owners, leadership, and individual contributors who share the same set of values can easily create a culture of trust, accountability, and respect. Organizations with positive work ethics experience increased productivity, streamlined operations, and enhanced satisfaction among employees. So, businesses reach their objectives while having their employees’ best interest at heart.

Which traits characterize an ethical employee?

Work ethics penetrate every aspect of employee performance and behavior. A few examples include how they treat others when part of a team, respond to feedback, or manage crises. Ethical employees prioritize professionalism, responsibility, and collaboration. While their professional development is of utmost importance, they’ll also inspire and help their coworkers, contributing to a positive environment.

How can organizations improve work ethics?

Employees aren’t the only ones responsible for creating a positive working culture. Organizations and business leaders play a vital role, too. First, they should have clear guidelines on what constitutes acceptable behavior and positive mindset and adopt them. They should understand and meet employee needs, and encourage feedback to improve what’s not working. Lastly, they must reward strong work ethics and properly guide new hires with effective mentoring or training programs.