I am frequently amazed that people running companies, or HR do not think through the next few steps of the logic. Maybe chess grand master instead of MBA should be a qualification for all leadership positions. (I think that there is a new best selling business book in that idea.)
Frank Roche
· 1 year ago
Rick, that's a brilliant take. And my advice to you: Listen to yourself. That is a huge idea and one that you might want to put a book proposal together. I'm not kidding. Write down a title. Pitch an idea. Get writing. That's one of the best ideas I've heard in a long while.
Michael Haberman, SPHR
· 1 year ago
Frank, great idea and a noble thought. I wish the world worked like that. Like you, in our small shop, we don't really have a working policy manual. However, the larger the company I think there needs to be some consensus on control. And there is the government that gets in the way. Some of the laws dictate you must have a written policy. And some parts of the government make you keep crappy employees because "you did not have a written policy."
I do wish it were otherwise. I an do realize that people will find work arounds, but most will not and will appreciate the guidelines.
Michael Cortes
· 1 year ago
I am curious... while I certainly value the theory, I have always been confused as the impact on litigation. Government regulation and case history shows that companies often lose court battles because "there was no policy prohibiting such behavior."
How do you deal with that in the no-policy method?
Frank Roche
· 1 year ago
I was speaking in the extreme, so I should qualify: There are necessary policies and then there are the dumb ones. Policies that have legal implication are necessary, I guess....but to a degree. I bet Enron had policies galore, but that didn't keep out bad behavior. My point, and the point that Michael makes, is more around sensibility. And the larger the organization, the larger the requirements. What I think gets lost over time is the sniff test and questioning if a policy should be in place at all. It's never a replacement for doing the right thing. I don't need policies in my family because we all know what the right thing is (with minor interpretations by the teenagers from time to time).
Chad Bordeaux
· 1 year ago
I agree that many policies should not need to be written, but I do not see any harm in writing them down - especially are the business grows. Everyone needs to protect themselves legally.
I see your comment that you were speaking "in the extreme." Can you provide some examples of what you feel should be written and what you feel should not be?
For instance, should you have a written dress code? If not, what do you do when people come dressed inappropriately for work.
What about vacation and benefits policies?
Ultimately, where do you propose that people draw the line?
Meg Bear
· 1 year ago
Frank. Thanks for this line, I plan to use this myself at some point "...free to achieve mediocrity elsewhere." Wonderfuly said!
Frank Roche
· 1 year ago
Hi Meg, that's one of my favorite phrases. Thanks much!
Don Leow
· 1 year ago
Hi Frank, I agree that some policy manuals should be thrown out. But given that my company is rather large, this may be a tad difficult since we need some detailed ground rules. But I definitely think that more targeted and simple manuals are the way to go. Some of the ones we have seemed to be written to confound people.
Eva Proctor-Laguerre
· 1 year ago
Frank, I think you are really on to something. Michael Haberman,a larger shop may need to do a little more. In my experience, employees will ALWAYS push the envelope.
Wally Bock
· 1 year ago
Wonderful post, Frank. Reminds me of the story of the legendary Rene McPherson who, when he took over the Dana corporation, threw out almost two feet of policy manual and replaced them with a single sheet of paper.
Frank Roche
· 1 year ago
Hi Wally, I do love that story of Dana Corp. I just am not crazy about unenforceable rules....I'm not against all rules, just the silly ones.
Eva, thanks for your comments. Nice to see you here. You're right, I do think people figure out rules workarounds...the prisons are filled with them.
Don, really I was speaking in hyperbole...yes, rules are necessary, but the silly ones get a life of their own.
All Comments
I am frequently amazed that people running companies, or HR do not think through the next few steps of the logic. Maybe chess grand master instead of MBA should be a qualification for all leadership positions. (I think that there is a new best selling business book in that idea.)
I do wish it were otherwise. I an do realize that people will find work arounds, but most will not and will appreciate the guidelines.
How do you deal with that in the no-policy method?
I see your comment that you were speaking "in the extreme." Can you provide some examples of what you feel should be written and what you feel should not be?
For instance, should you have a written dress code? If not, what do you do when people come dressed inappropriately for work.
What about vacation and benefits policies?
Ultimately, where do you propose that people draw the line?
Eva, thanks for your comments. Nice to see you here. You're right, I do think people figure out rules workarounds...the prisons are filled with them.
Don, really I was speaking in hyperbole...yes, rules are necessary, but the silly ones get a life of their own.