A good IT culture begins with a Code of Conduct

Culture. A collective term for thoughts or behavioral patterns that a group of people shares. We use it at several system levels such as Norwegian culture, subculture, and corporate culture. In this post, we will take a closer look at why everyone should build a good (and secure) IT culture.

Cultures can arise by themselves or through unwritten rules or guidelines. A house rule can be something as banal as: "When we play Ludo at the cottage, it is always the youngest player who starts." Surprisingly, this is not the case in all families – some rotate turns to start, and in some, it’s first come, first served...

To ensure that the game night is successful and to avoid disagreements halfway through the game, we have game rules. The game rules are what we must adhere to in order to actually be able to play, and the house rules are guidelines or small adjustments that one adapts to the gaming style, the setting, or skill level, etc. The Code of Conduct is the house rules of the company.

The Code of Conduct is the house rules

The Code of Conduct is the document that defines the company's expectations for how employees should behave in everyday life. It reflects the company's overall corporate culture, core values, and daily operations.

The house rules aim to safeguard the company's market position, integrity, and protect risk areas. It turns out that the most effective way to achieve this is by creating an inclusive IT culture! And to create an inclusive IT culture that aligns with the company's other goals, expectations and house rules must be defined by management.

It is important to remember that an inclusive IT culture is not created by a Code of Conduct alone – it must also be created through social and professional arenas. This can include kick-offs, training, seminars, internal competitions, and similar activities.

We recommend all companies – regardless of size – to create a Code of Conduct. The goal is to make the core values and vision available to the employees, so that everyone is constantly working towards a common goal. It does not need to be long or complicated. It is better to have something than to have nothing at all.

The benefits of a Code of Conduct

A good IT culture consists of a set of values, norms, and perceptions of reality. The values are what is perceived as important to strive for, the norms are the social rules that determine which attitudes, actions, and behaviors are considered acceptable or unacceptable. The perception of reality is the employees' views on what happens around them.

The combination of these points will make employees feel responsible and have ownership over their own company, and the value sets will slowly but surely become a natural extension of the choices they make. This can be visible through the demands placed on quality and deliveries, how and what governs processes, and the internal security routines.

What can happen if the company has a Code of Conduct?

The company can have a greater impact on employees' attitudes towards their own workday
Reduced absenteeism is reflected by employees who thrive and have a clear purpose
Projects and collaborations (internally and externally) have more favorable progress
Purchases and investments align with the company's house rules
Partners and suppliers are chosen based on the company's values
Employees help protect areas that are vulnerable to data attacks through simple security routines in daily life
Increased reputation allows for a stronger market position

Culture. A collective term for thoughts or behavioral patterns that a group of people shares. We use it at several system levels such as Norwegian culture, subculture, and corporate culture. In this post, we will take a closer look at why everyone should build a good (and secure) IT culture.

Cultures can arise by themselves or through unwritten rules or guidelines. A house rule can be something as banal as: "When we play Ludo at the cottage, it is always the youngest player who starts." Surprisingly, this is not the case in all families – some rotate turns to start, and in some, it’s first come, first served...

To ensure that the game night is successful and to avoid disagreements halfway through the game, we have game rules. The game rules are what we must adhere to in order to actually be able to play, and the house rules are guidelines or small adjustments that one adapts to the gaming style, the setting, or skill level, etc. The Code of Conduct is the house rules of the company.

The Code of Conduct is the house rules

The Code of Conduct is the document that defines the company's expectations for how employees should behave in everyday life. It reflects the company's overall corporate culture, core values, and daily operations.

The house rules aim to safeguard the company's market position, integrity, and protect risk areas. It turns out that the most effective way to achieve this is by creating an inclusive IT culture! And to create an inclusive IT culture that aligns with the company's other goals, expectations and house rules must be defined by management.

It is important to remember that an inclusive IT culture is not created by a Code of Conduct alone – it must also be created through social and professional arenas. This can include kick-offs, training, seminars, internal competitions, and similar activities.

We recommend all companies – regardless of size – to create a Code of Conduct. The goal is to make the core values and vision available to the employees, so that everyone is constantly working towards a common goal. It does not need to be long or complicated. It is better to have something than to have nothing at all.

The benefits of a Code of Conduct

A good IT culture consists of a set of values, norms, and perceptions of reality. The values are what is perceived as important to strive for, the norms are the social rules that determine which attitudes, actions, and behaviors are considered acceptable or unacceptable. The perception of reality is the employees' views on what happens around them.

The combination of these points will make employees feel responsible and have ownership over their own company, and the value sets will slowly but surely become a natural extension of the choices they make. This can be visible through the demands placed on quality and deliveries, how and what governs processes, and the internal security routines.

What can happen if the company has a Code of Conduct?

The company can have a greater impact on employees' attitudes towards their own workday
Reduced absenteeism is reflected by employees who thrive and have a clear purpose
Projects and collaborations (internally and externally) have more favorable progress
Purchases and investments align with the company's house rules
Partners and suppliers are chosen based on the company's values
Employees help protect areas that are vulnerable to data attacks through simple security routines in daily life
Increased reputation allows for a stronger market position

Culture. A collective term for thoughts or behavioral patterns that a group of people shares. We use it at several system levels such as Norwegian culture, subculture, and corporate culture. In this post, we will take a closer look at why everyone should build a good (and secure) IT culture.

Cultures can arise by themselves or through unwritten rules or guidelines. A house rule can be something as banal as: "When we play Ludo at the cottage, it is always the youngest player who starts." Surprisingly, this is not the case in all families – some rotate turns to start, and in some, it’s first come, first served...

To ensure that the game night is successful and to avoid disagreements halfway through the game, we have game rules. The game rules are what we must adhere to in order to actually be able to play, and the house rules are guidelines or small adjustments that one adapts to the gaming style, the setting, or skill level, etc. The Code of Conduct is the house rules of the company.

The Code of Conduct is the house rules

The Code of Conduct is the document that defines the company's expectations for how employees should behave in everyday life. It reflects the company's overall corporate culture, core values, and daily operations.

The house rules aim to safeguard the company's market position, integrity, and protect risk areas. It turns out that the most effective way to achieve this is by creating an inclusive IT culture! And to create an inclusive IT culture that aligns with the company's other goals, expectations and house rules must be defined by management.

It is important to remember that an inclusive IT culture is not created by a Code of Conduct alone – it must also be created through social and professional arenas. This can include kick-offs, training, seminars, internal competitions, and similar activities.

We recommend all companies – regardless of size – to create a Code of Conduct. The goal is to make the core values and vision available to the employees, so that everyone is constantly working towards a common goal. It does not need to be long or complicated. It is better to have something than to have nothing at all.

The benefits of a Code of Conduct

A good IT culture consists of a set of values, norms, and perceptions of reality. The values are what is perceived as important to strive for, the norms are the social rules that determine which attitudes, actions, and behaviors are considered acceptable or unacceptable. The perception of reality is the employees' views on what happens around them.

The combination of these points will make employees feel responsible and have ownership over their own company, and the value sets will slowly but surely become a natural extension of the choices they make. This can be visible through the demands placed on quality and deliveries, how and what governs processes, and the internal security routines.

What can happen if the company has a Code of Conduct?

The company can have a greater impact on employees' attitudes towards their own workday
Reduced absenteeism is reflected by employees who thrive and have a clear purpose
Projects and collaborations (internally and externally) have more favorable progress
Purchases and investments align with the company's house rules
Partners and suppliers are chosen based on the company's values
Employees help protect areas that are vulnerable to data attacks through simple security routines in daily life
Increased reputation allows for a stronger market position