Cause a representative such as the owner, manager, supervisor,
HR staff member or trainer to explain the CoC and other requirements and
expectations with existing employees, one-on-one;

Design an online format staff may access when they need to, and
work through topics at their own pace[set a deadline to ensure it is
done in a timely manner]. After completing the course, staff should sign, print and
submit a competency certificate as proof that they understand the code;

Provide a copy of a printed version in the form of an employee
handbook and distribute to all staff. A master copy may also be left in a
communal area for staff easy access when required;

Post a summary version of the full CoC highlighting salient
parts on noticeboards to act as a reminder to staff.

Feedback from staff to ensure they understand the CoC and what
is expected of them is crucial. This may be a discussion point in the
performance review process.

Ask staff to sign a document to say that they agree to abide by
the CoC. This can minimize
conflict should an employee violate the code and
disciplinary action becomes necessary.

Review your CoC regularly to update it with market and industry
practice, even your own clearer understanding of what best keeps the business
on track with goal achievement. This is especially expedient if your business
has grown or changed significantly since your last update. For instance, upon
commencement of online sale of products/ services, a new section covering
online and cross-border selling behaviour need be introduced.

Having reviewed current standards, guidelines and policies for a
perfect fit with your values, provide all staff with the updated code and any
training required.

Staff need understand the changes: require them to complete a
questionnaire on the new sections and sign a document to show acceptance of the
new code.

post: The Power of Culture.