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Posted in Digital Marketing

Get rid of policies that add negative value

What is the basic purpose of documenting human resource policies? It may sound strange; but yeah, some policies can really suck and can add a lot of negative value to help organizations go under. What a terrible statement, it may sound. But this is what could happen, although unknowingly… unintentionally…

Certainly the idea here is to be aware of them, to avoid them at all costs!

  1. Counting the hours is not always desirable. Strict timekeeping may be fine for workers in the manufacturing facility or working on machines; but too strict discipline in general can kill creativity, motivation and, above all, responsible behavior. If you find it too hard to keep track of production and much easier to count hours, you’ll only get that! Just think about it. You can’t win the war for talent by treating your people like children. What are you looking for in the end? A solid performance that comes from the heart and soul, or just the physical presence?
  2. During difficult times, unfortunately, management decides to continue with below-average leadership…and this is where the downward spiral begins. These not very competent managers are afraid to hire the competent ones for fear of being exposed. Mediocrity cascades downhill until it covers the entire montage and good people start flying out the door. An apt saying goes like this: “If you hire people better than you, you will become a company of giants, and if you hire people worse than you, you will become a company of midgets.” As such, you need to have a very strong recruiting process in place, whatever the situation!
  3. Some companies require their employees to bring proof of every damn thing, even allowing leave to attend a family bereavement. That’s as low as you can get. If you don’t trust your people and think they will make up relatives and kill them for a few days’ pay, you are not fit to be a leader. When an employee is in personal danger due to the death of a family member, asking for proof is nothing more than adding insult to injury. This shameful practice will no doubt get any employee worth their salt…eventually, if not immediately.
  4. A very popular and well-established practice is to follow a bell curve for performance reviews. It forces most employees to be in the middle band, capped at, say, 5 percent to be in the Excellent category. Worse than that is the balancing act on the other side, with another 5% at the bottom to be labeled poor and worthy of termination. Does it mean that their policies are bad enough to hire 5% of people who are good for nothing? It is much easier to hide behind your sick policies and get rid of these people than it is to give constructive feedback. But imagine the demotivation and fear psychosis you are injecting into the organization’s environment.
  5. It’s amazing to see how some companies subscribe to the old axiom, “Pound the fool and the penny.” For expense bill reimbursements, being accurate isn’t really an issue with digital/online payments. Still, some companies may follow the rounding principle, ignoring less than $0.50 and converting it to the next whole figure of $0.51 and up. But what would you call an employer that ignores all fractions, 0.1 to 0.99 on all invoices? Yes, depending on the number of payments, he may be saving a few bucks; but you realize the cost you are paying for this saving. A perfect case of stinky practices!
  6. Employee development is extremely important and motivating. Some companies hire great consultants, and their experience will make beautiful IDPs (Individual Development Plans) for their employees. Being experts, they can prepare a much better document compared to the employees themselves. Yes, it would be an excellent document and nothing more. Where will the property be? It will not be an exaggeration to say that well-documented development plans without employee input have nothing but residual value. That if for your good luck, it does not demotivate you!

It makes sense to keep the door of your organization tightly closed to prevent such practices. And if any such practice is already floating around in the organization, it’s time to kick it… without delay!

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