Editorial: Why McDonald’s CEO Steve Easterbrook had to go


Chicago Tribune



The details are important in the firing of McDonald’s CEO Steve Easterbrook. What matters more broadly is the message: Rules for employee behavior must be followed by everyone, including the boss. No, especially the boss.

Chicago-based McDonald’s said Sunday that Easterbrook lost his job because he was engaged in a consensual relationship with an unidentified employee. He “violated company policy and demonstrated poor judgment.” The company’s code of conduct states that employees who have a direct or indirect reporting relationship to each other are prohibited from dating or having a sexual relationship.

At this writing, only these facts regarding Easterbrook’s departure have been revealed. There’s more to the story that should be relevant to employees, shareholders and customers, including whether the board of directors discharged all its duties responsibly. According to The Wall Street Journal, McDonald’s said the board was alerted to the relationship, conducted a thorough investigation and acted swiftly. On Monday, McDonald’s said its top human resources executive, David Fairhurst, left the company, but didn’t give a reason. Related events? That’s another question for McDonald’s about the judgment level in its C-suite.

As CEO, Easterbrook was the boss of every McDonald’s employee, which means they all were answerable to him. It wouldn’t matter if he could justify a relationship as consensual. The most important reason nonfraternization policies exist in the workplace is because supervisors have authority over employees. That power imbalance renders any such relationship susceptible to abuse. It’s difficult to see how someone can enter a consensual relationship with the person responsible for his or her paycheck. But that’s only half the problem. When a manager has a relationship with a subordinate, how can other employees be sure they’re being treated fairly?

Look back some years and you’ll find other examples of prominent CEOs who lost jobs over office affairs, including one in Chicago. In 2005, Boeing fired CEO Harry Stonecipher for having a relationship with a female executive. The company said his poor judgment had impaired his ability to lead. Yet go back in time and it’s also easy to imagine other corporate boards overlooking bad behavior by the CEO, especially when the stock price is up.

The difference today, in the era of the #MeToo movement, is growing public pressure on organizations, including corporations and religious institutions, to hold powerful people accountable for sexual abuse, harassment and other bad behavior. As we wrote earlier this year, big institutions often struggle to confront their failings. When faced with a humiliating or legally vulnerable situation, their instinct for stonewalling and secrecy emerges. For those who need a shove to do the right thing, #MeToo delivers it.

McDonald’s immediately replaced Easterbrook with another senior executive, Chris Kempczinski, while making clear Easterbrook didn’t get the boot because of the company’s performance. In fact, McDonald’s is doing well in a competitive marketplace, and its stock took a large hit on the news of the CEO’s departure.

Yet Easterbrook is gone, and rightly so. Bosses are leaders. They have the power to enforce their organizations’ priorities — but not the power to violate them.

https://www.limaohio.com/wp-content/uploads/sites/54/2019/11/web1_EDITORIAL-ICON3-C-3.jpg

Chicago Tribune

Post navigation