Why nobody reads your company’s code of conduct (and how to fix that snooze fest)

Ah, the company code of conduct—a document that HR departments pour their hearts and souls into, only to have it read about as often as the terms and conditions on a Netflix subscription. We lovingly craft these policies with the best of intentions, painstakingly wording every clause, every bullet point, only to hear employees say, “Code of what? Is that the Wi-Fi password?”

If you’re an HR professional like me (hello, fellow keepers of workplace sanity), you know the drill. You send out the latest version of the code with the subject line “IMPORTANT: Must Read!” and watch as exactly zero people click on it. Maybe one person does open it, but only because they thought “Code of Conduct” was the name of a new true-crime documentary on Netflix. So, let’s talk about why this happens and, more importantly, how we can make this thing less of a sedative and more of a useful, dare I say interesting, resource.

The problem: it’s boring and nobody cares

Let’s be brutally honest—most codes of conduct sound like they were written by a team of corporate lawyers fueled by coffee and zero enthusiasm. Sure, it’s technically correct, but it’s also dryer than a plain rice cake. Employees open it, scan a few lines about "compliance" and "ethical standards," and their brain checks out faster than a tourist at an all-inclusive resort.

And can we blame them? These documents are often written in a language so stiff it feels like it’s actively trying to prevent you from understanding it. You throw in a couple of terms like “fiduciary responsibility” and “non-disparagement clause,” and BAM—you’ve lost them to Instagram.

On top of that, most employees don’t see the point of the code of conduct. To them, it’s just another document shoved at them during onboarding, along with the 37 e-learning modules they’re supposed to complete. It’s like the HR version of a smoke alarm—useful in theory, but mostly ignored until there’s an actual fire.

The solution: spice it up (and no, I don’t mean glitter)

So, how do we get people to actually read this thing? Well, it’s time to take a page out of the marketing team’s playbook. If we want employees to engage with the code of conduct, we’ve got to make it less like an encyclopedia and more like something they’d actually choose to read. Here’s how:

1. Write it like a human (not a robot)

The first step is ditching the jargon. Nobody wants to read a sentence like, “Employees are required to comport themselves in a manner that upholds the fiduciary responsibility of the organization.” Ew, no. Instead, try something like, “Don’t do stuff that’ll get us sued, okay?”

Use conversational language—like you’re explaining the rules to a friend over coffee, not drafting a legal contract. Add a little humor where it makes sense. Trust me, employees are way more likely to remember a rule if it makes them chuckle.

2. Add real-world examples (the juicier, the better)

Nothing gets people’s attention like a good, relatable story. Instead of just saying, “Don’t engage in workplace harassment,” include an example like, “If you think it’s okay to send your coworker a meme about their personal life, ask yourself: would you show this meme to your grandmother? No? Then don’t send it.”

Paint scenarios that hit home but keep it light. People will appreciate the clarity, and hey, they might even laugh. Just make sure you don’t use real office drama for your examples. (As much as I’d love to include the time Karen in accounting “accidentally” stole a coworker’s sandwich, let’s keep it professional.)

3. Make it visual and interactive

Nobody wants to read a 40-page PDF in size 11 Times New Roman. Spice things up with visuals—flowcharts, infographics, gifs, maybe even a funny cartoon about what not to do in the workplace. You can even turn the code of conduct into an interactive e-learning experience, with clickable scenarios like, “What should you do if your coworker invites you to a Ponzi scheme meeting? A) Run. B) Definitely run.”

4. Lead with the “why”

If employees understand why the code of conduct matters, they’ll be more likely to care. Kick things off with a heartfelt intro: “Hey, this isn’t just about avoiding lawsuits (although, that’s a plus). This code is about creating a workplace where you actually like coming to work—and not just because of the free donuts on Fridays.”

Connect the code to your company’s values and culture. Make it clear that this isn’t just another set of rules; it’s a way to ensure everyone gets treated with respect and fairness.

5. Make it short(er)

I know, I know—legal and compliance teams are probably rolling their eyes at this one. But let’s be real: nobody’s reading a 50-page document. Try to summarize the most important points in a snappy “quick-start guide” that employees can actually digest. Keep the longer, detailed version for when they need it (which, let’s face it, is almost never).

The TL;DR of fixing your code of conduct

At the end of the day, the code of conduct doesn’t have to be a sleep aid. With a little creativity, some relatable examples, and a sprinkle of humor, you can transform it from a dreaded document into something employees actually engage with.

And hey, if all else fails, maybe just title it something clickbait-y like, “The 7 Rules of Work That Will Save Your Job (Number 5 Will Blow Your Mind!).” Because if BuzzFeed can get millions of clicks, so can you.

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