There are many different articles out there and Twitter comments about the Basecamp drama. I am not going to post any here because it might seem biased depending on the article. Google them yourself. In short, Basecamp made a policy to not allow political discussions at work. Coinbase did this previously too and applauded Basecamp for it.
Apparently, for years there has been a list of funny customer names at floating around Basecamp. This list or even the knowledge that Basecamp had a list, was disturbing to some employees. Also, some employees tried to start a Diversity and Inclusion practice. Despite how much the founders of Basecamp promoted DI, they didn't feel they were being taken serious. They felt the company was only about the founders and not about employees.
If this isn't enough, the founders debated and even called out employees for their comments regarding the topics, publicly.
This is my summary and honestly I didn't fact check any of it because Basecamp is not my real point or care. I want to talk about leadership policies to drive culture.
1. Just like each state can have different laws and "cultures" companies should be able to have that too. This allows employees the right to work at a place that matches their values. Obviously, safety and equal rights is required but the culture should be able to be different. Remember this is the private sector. If you don't like the culture at a company, don't work there or leave. Quickly!
2. Founders or leaders at a company set the foundation for the culture. You do this with your mission, your vision and most importantly your actions. Policies are just lazy ways of leadership. LEAD!!!
3. Hire people that fit your culture you want. Obviously, the employees that started the list are not the same ones that are there now. This could be a good thing or bad thing.
4. Probably the most important, Leaders should take responsibility quickly and directly. I have had several discussions with people and other leaders about interesting people names. It happens. A leader has to have a know the mindset of the company. The employees have to feel they are important too. The right action was to see the employees no longer viewed the list as funny and address it transparently, plus shut it down. It is just not worth it to the business and investors.
5. Relating to number 4, a leader 100% should never publicly shame someone. I have seen this used too much and it pisses me off. A leader has to be creative and mindful when they speak or address issues. This is your job.
As with any leader, I hope Basecamp learns from this experience.
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