In a series for USA TODAY, Johnny C. Taylor Jr., the president and CEO of the Society for Human Resource Management and author of “Reset: A Leader’s Guide to Work in an Age of Upheaval,” addresses your HR queries. Have a question for Taylor? Submit it below.
Question: Ellen, who recently became an HR manager at a small construction company, is facing challenges as the company has been operating without HR policies for nearly five years. Upper management has been handling issues on a case-by-case basis and doesn’t see the need for formal policies. Ellen seeks advice on how to convince management that having updated policies is more beneficial than addressing matters individually.
Answer: Congratulations on your new role, Ellen! Transitioning a company from ad hoc management to a structured approach with policies can be daunting, but it presents an opportunity for positive change. Here are some strategies to effectively communicate the benefits of implementing policies:
1. Emphasize consistency:
– Fairness and transparency: Policies ensure equitable treatment, build trust, and boost morale by eliminating perceptions of favoritism.
– Scalability: As the company expands, handling issues case by case becomes unmanageable. Having policies in place early prevents chaos and supports growth.
2. Highlight legal and financial protection:
– Compliance: Clear policies aid in adhering to labor laws and mitigate risks of discrimination, harassment, or wrongful termination claims. Illustrate potential costs of noncompliance, such as legal fees or damage to the company’s reputation.
– Documentation: Policies establish a record that safeguards the company in disputes or audits.
3. Present policies as time-savers:
– Efficiency: Resolving each issue individually consumes time and resources. Policies serve as a roadmap, facilitating quicker decisions and freeing up leadership for strategic tasks.
– Streamlined onboarding: Policies simplify expectations for new hires, reducing onboarding time and confusion.
4. Use data and examples:
– Share success stories from other construction companies with clear policies. Discuss cost savings, mistake prevention, and enhanced employee retention.
– Outline the ROI of updated systems like HRIS, demonstrating efficiency gains, error reduction, and improved employee experience.
5. Take a collaborative approach:
– Engage upper management in discussions on organizational priorities and how policies can help achieve goals.
– Propose piloting key policies related to safety or performance management to showcase their impact before full implementation.
6. Provide visuals and documentation:
– Develop a comparison chart highlighting the advantages of a policy-driven approach over the current case-by-case method, focusing on fairness, legal compliance, time efficiency, and employee satisfaction.
Utilization of presentations or reports is recommended to clearly delineate your proposals, emphasizing the potential risks associated with the absence of established policies. By presenting policies and systems as tools aimed at enhancing efficiency, safeguarding the company, and fostering growth, you are more likely to secure buy-in from organizational leadership. Your professional expertise in Human Resources was sought after for a reason ‒ confidently share your perspectives and demonstrate how these proposed changes are aligned with the company’s long-term prosperity. Illustrate the empowering impact that effective workplace strategies can have on business productivity and employee performance.
We wish you the best of luck as you embark on this thrilling new chapter!
The opinions and viewpoints articulated in this column are those of the author and do not necessarily mirror the stance of USA TODAY.
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This piece was initially published on USA TODAY: Guidelines on optimizing employee policies and systems for equity: Inquire HR
