Human Resources policies can shape an organization but also limit its potential. Recently, I took part in an online chat about various HR rules. My takeaway was a growing sense of frustration from those who work in Human Resources. It’s all about the rules.
Many champion HR policies because they promote fairness, give a clear road map to leadership, and protect businesses from legal action. Some policies are untouchable for good reason.
Others, like dress codes, time off requests and social media use, are growing fast in manuals. It’s led some to say there are now too many rules in Human Resources.
The result sees Human Resources Departments spending a lot of time officiating conflicts, policing policies, and reminding executive teams that others have noticed they don’t follow the rules.
The growing number of rules can also have a chilling effect on employee innovation and creativity.
It’s a growing problem and one that needs careful attention, discussion, and action. The biggest challenge I see is:
Human Resources Policies Should Not Live in a Drawer
When policies swell a manual to an abnormal size, all of the rules tend to be ignored. The massive binder that’s given to a new employee either ends up collecting dust or is used as a door jam.
Human Resources polices should be frequently reviewed and discussed. This opens the doors to changes. For instance, cell phone policies written ten years ago, may no longer apply. Constantly adding rules, while never removing any, becomes a form of hoarding.
It may be necessary to define a problem and come up with a case-by-case solution process, rather than a one size fits all rule. Should an entire organization be shaped by the needs of one employee, who may no longer be with the business?
Some HR professionals complain that leadership hides behind policies as a substitute for making potentially unpopular management decisions. This needs to change as an, HR will take care of it, mentality serves no one.
Innovation does not happen in a drawer. Invest the time in making your HR Department happier, more effective, and productive.
Maybe it’s time to bring Ken Okel to your next meeting…
