Why Your Company Policy Should Encourage Cannonballs
No running. No diving. No loud music. Those were clearly stated in a sign for all to see, observe, and follow. They were the pool rules.
Ugh.
Rules. Policies. They’re everywhere. Telling us what not to do; what is off limits; what is forbidden. But what are these rules, really? Ostensibly, rules set boundaries. They create expectations for behavior. They are agreements (propositions, really) on acceptable behavior. And yet they don’t always create the intended behavior (as observed by the teens sharing their Spotify playlist at the deep end of the pool).
It’s no different in organizations. In the best case, the rules define behavior or codes of conduct that are both fair (we’re all treated the same) and consistent (we know what to expect day to day). But do they really create the desired outcomes?
That depends on what you mean by outcomes.
I remember a policy that today sounds so awfully illogical it’s hard to imagine how it was ever developed. Not too long ago (think early 2000s), the work-from-home option–known then as “telecommuting”--was rare. And when it was offered, it came with lots of restrictions. While there were a number of different approaches (rules), one particular phrase came up over and over again in company policies: “Working from home is not a substitute for child care.” Yep. If you were working from home and had a child, the policy required that you must have a child care provider while you were home. Sounds almost criminal today. Yet not that long ago, remote work was quite new and organizations feared that employees would exploit the benefit. And this is important: the rule sought to manage unknowns and risk (the company-intended outcome), but had the (potential) byproduct of impacting culture (the actual outcome). The policy screamed, “We don’t trust you!”
Rules are often established to prevent organizational risk. And that’s the trap. Some policies that mitigate risk are necessary (think regulations). But truly effective policies are core-value driven. If an organization identifies “trust” as one of their core values, then policies–like an unobtrusive work-from-home option–should reflect that.
Fast forward to today and we find policies that are more connected to corporate values.
Recently, General Motors updated its dress policy to “dress appropriately.” While the term “appropriate” may seem ambiguous, it is a terrific policy. Why? The policy empowers employees to judge what is appropriate, which aligns with one of the company’s values: “It’s on me: Taking personal responsibility for your work and contributions to our culture.”
Patagonia is known for its culture and mission of environmental stewardship. How is that reflected in company polices? After a year at the company, employees can take up to two months off, with pay, to volunteer with an environmental organization or project.
Policy-value alignment? Check.
So what are the elements of good policies? Here are some thought starters:
Clear alignment with organization core values–clearly stated and supported.
Management who supports and models the policies.
Employees who understand the “why” of the policies, i.e. their intent.
A process for input for change if they no longer make sense.
Consequences for violations–at all levels.
Good managers. No policy can replace crappy managers. A manager who defends a policy by saying, “Well, that’s just the corporate policy” creates tension, confusion, and mistrust.
And maybe one final important suggestion: don’t just list what people shouldn’t do, tell them what they can do.
Your vacation policy: instead of citing the number of weeks employees are limited to take, tell them how many they are EXPECTED to take. We expect employees to take all their vacation days each year.
Your performance management policy: instead of identifying the consequences of low ratings that trigger an improvement plan, clarify the process that creates growth and development. We value our employees’ growth and development and therefore provide honest and direct feedback regularly to individuals with the goal of providing growth opportunities and resources.
And, should you feel so bold, add these: ”No music at the pool; but laughing welcomed. No diving, but cannonballs encouraged!”
Notes:
Find more insights on the Forty-Two Consulting “Thinking Out Loud” blog.
