HR Tip of the Day: Use Positive Policies
Harvard Business Review published an article on the importance of creating HR policies that focus on your positive expectations of employees.
These expectations go beyond a simple handbook of rules that you want employees to follow.
Instead, Harvard Business Review said, “Stress to your employees what you want them to aspire to, not what will happen if they fail.”
Think about your current HR policy.
Are your policies filled with sections that tell employees what will happen to them if they do not comply to company policies?
Granted, it’s important for employees to know the consequences of their actions. However, these types of policies limit how much of a positive workplace you can have.
Your employees will focus less on the values and mission of your company because they are so worried about rules.
According to Harvard Business Review, “In your policy about when the workday starts, for example, state that you expect employees to show up on time – don’t go into detail about what “tardy” and “absent” mean. “
Rather, keep the policy simple.
Let employees know that they are expected to do “a” and “b” and leave it at that.
Remember, some rules are hard for anyone to live up to.
Make sure your policies avoid jargon and contain clear/concise language.
A positive workplace policy will ensure the language is easy for employees to understand.
Don’t forget to create a policy that is flexible.
Avoid policies that are unrealistic, too restrictive, and unable to be changed because you never know when you might need to adjust your policy.
If you’re looking to make changes to your company’s HR policy, we’ll be glad to assist you in developing a policy that fits perfectly for your company.
The Orsus Group blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. The Orsus Group does not warrant any statements in this blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.