Old-fashioned rules, also known as policies and procedures, still have important roles in keeping companies safe, organized and nondiscriminatory, and shouldn’t be overlooked.
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Mission statements seem to be getting a lot of buzz these days. But old-fashioned rules – also known as policies and procedures – still have important roles in keeping companies safe, organized and nondiscriminatory, and shouldn’t be overlooked. Experts say a balance needs to be set between too many policies and too few – where a free-for-all environment is detrimental to the company overall.
Recognize situations needing policies, including inappropriate attire (dress code) or behavior (internet use), according to TheBalanceCareers.com’s Susan M. Heathfield. Legal protection for the company, such as fair hiring or promotion practices, is another reason to establish or revamp policy, as is compliance with the Americans with Disabilities Act, for example. Safety and fairness are other main themes, establishing consistency for things like jury duty or tuition assistance. “There may be other reasons to develop a policy, but don’t let one employee's poor behavior force implementation of a policy that will affect others,” writes Heathfield.
Get stakeholder buy-in. A sure way to get new-policy implementation off to a shaky start is by letting it take team members by surprise. Before legal-counsel review, communicate with managers and supervisors who will be upholding the policy. “Include why the new policy (or revision) is needed, address the impact the policy will have on the stakeholder's area(s) and address any potential thoughts or concerns the stakeholders may have,” advises SHRM.org.
Don’t forget newbies. Policies and procedures need to be folded into orientation classes. New team members should have an employee manual and sign a statement they’ve read it, with a copy of the statement put in the employee’s file, says George N. Root III at BizFluent.com. “Designate one person per department to be responsible for assisting employees with policy issues. Those … representatives should be given a separate monthly training on any upcoming changes,” he says, with additions or policy revisions distributed to all employees as needed.
