News
5 HR Policies That Treat Employees Like High-Schoolers
Most Americans enter the workforce when they’re adults, or very nearly. And as adults, they are capable of committing to a job, working responsibly, and relying on their own decision-making. In short, they are able and trustworthy team members. You wouldn’t have chosen them if they weren’t! So why do so many companies cling to HR policies that treat their employees like high-schoolers?
Here are five childish HR policies that need to grow up:
- Draconian attendance policies. Ten minutes late? Here’s a tardy slip—er, a written warning. What self-respecting adult wants to go back to that level of scrutiny? When you put trust in your employees, they will try their best to be at work on time. But mornings are rife with variables: traffic, kids, wardrobe malfunctions. Stuff happens now and again. Is it worth disciplinary action? Of course, the habitually late employee may need help figuring out how to get to work on time. That’s when a friendly powwow can help, not probation.
- Forbidden salary discussions. You know that policy that says employees can’t discuss their salaries with each other? If many employment regulations allow salary conversations, why should you try to inhibit them? And what’s to fear, that Sarah will find out she makes $5,000 less for doing the same job Sam does? If your compensation policies are fair and consistent, let your adult employees talk about their take-home . . . unless they need a hall pass to do that, too.
- Doctor’s notes. Many companies still require employees to provide a doctor’s note to verify illness or to provide clearance to return to work. (Forging Mom’s signature is one thing; forging a medical professional’s is another!) Problem is, most adults know how to weather a cold or flu without a $30 copay. There’s no need to put them or their doctors out to justify a few days’ absence. If an employee doesn’t feel well enough to work, trust that they know their bodies best. And remember, mental health days can be just as important to employees’ well-being and productivity.
- Permission to transfer. Some of the biggest gigs in the country have policies like this, which require employees to get their manager’s approval to change roles or promote internally (like, hey Mom and Dad, can I quit piano lessons?). What message does that send about employee development and retention? And why would you ever want to make it easier to take a new job outside the company than a new job inside it?
- Proof of bereavement leave. Maybe somewhere in the annals of time, someone lied about their dear Grandma Jean’s death in exchange for a few days off (or an extension on the big midterm). But for however often that doesn’t happen, is it worth insulting your employees by asking for a funeral notice? Trust and sympathy pair a lot better with grief than micromanagement and suspicion. And if you can’t trust your team not to lie about Grandma Jean, maybe you should think about who you’re hiring!
You chose your team for a reason, because they are dependable, trustworthy adults who don’t need HR policies to parent them. Your employees are the brains behind your company’s future. Trust them to think and make decisions for themselves!
YES! News
The “better” way to conduct layoffs
Layoffs are hard on everyone. Even as business leaders and HR professionals, layoffs are one of the hardest things we have to do. Regrettably, many of us remember this from the all-too-recent pandemic layoffs. Layoffs are a reality we may soon face again as the threat of recession looms. And while we may not have […]
Resolve conflict like a champ
We’re hard-pressed to say conflict resolution is a fun or glamorous part of a Human Resources or leadership role, but it’s one of the most critical parts. How you mediate conflict impacts employee morale and retention, and also shows your leadership abilities and your willingness to tackle the tough stuff. Your conflict resolution skills can […]
Stop! and hire this candidate
It’s easy to criticize potential hires and spot reasons why we shouldn’t hire them. That one is too arrogant, that one lacks technical skills, and that one knows nothing about the company. Process of elimination, right? But too often we fail to recognize the positive reasons why we should hire someone. Positive flags can be […]
Client Testimonials
"Kathi has been an extremely reliable, knowledgeable and indispensable resource for our growing business. Anytime we had a difficult issue or needed to refine, replace or upgrade our HR communication, Kathi provided outstanding support and feedback. She is a wonderful person and an outstanding, solution oriented communicator. I can't recommend her enough to businesses who need assistance with HR strategy and support."
"Kathi is reliable, knowledgeable, and an excellent communicator. She has always been readily available to help us with all of our immediate needs, from handbooks to policies, and notices. We highly recommend her. A great team player."
"SPMD has been partnering with Kathi for almost 4 years. She is a fantastic partner to our design firm. Her experience, knowledge, professionalism and ability to problem solve is the perfect package to fit our business. Over the years she has helped us navigate many employee situations quickly and re-wrote our Employee Handbook. Kathi is always there in a heartbeat when a situation arises and has the answers and advice we need. We highly recommend Kathi!"
“Kathi provided Senior Human Resources leadership to Orqis Medical for over six years. Her effectiveness is immediate, her contributions substantial, and her ability to integrate into the employee base as a consultant outstanding. I highly recommend Kathi to any company looking for senior management help in the HR arena, without the ability to hire a full-time manager. This is a go-to person for any small, medium, or start-up company.”
Free Consultation