8 rules to be avoided that make great people leave.

Many businesses institute bad policies designed to “regulate” employee behavior. Sound inspiring? It doesn't to me either, it sounds like day care.

The Covid-19 pandemic has finally forced businesses to allow people to work from home. 

In the process “leaders” are required to trust people to get their work done without constant supervision. That's not easy for many of the control freaks that enjoy “managing” people. 

When renegades violate boundaries businesses often establish rules that apply to everyone when an only a few individuals should be affected.   

I realize many of these rules have been "relaxed" as people work remotely.

Regardless, when we establish a solid corporate culture based on shared values, people normally operate in the best interest of the organization. At home. At the office. On vacation, smart people take their work seriously.

When one or two people do not fit in and we implement ridiculous rules that punish everyone, quality employees start contemplating new opportunities.

“I follow three rules: Do the right thing, do the best you can, and always show people you care.” Lou Holtz

Here are 8 rules to be avoided that make great people leave: 

Just wait. Many businesses do not allow people to get promoted until they have been with the organization for at least 6 months. Why? Great leaders recognize remarkable talent and encourage their development. When we impose unnecessary limitations on highly motivated people, they get frustrated. This problem is preventable. Talented people have plenty of options. Do not force them to exercise those options by imposing this stupid rule.

Requirements. When you hire a talented person, offer trust married with high expectations. Let people decide their own fate. Why get preoccupied with making sure people work a specific number of hours if they do excellent work and exceed expectations? Penalizing people for being tardy, needing to take time off for medical reasons or personal matters is a ridiculous rule that makes people feel unimportant. If a family member got sick would you want somebody telling your how much time you could take to ensure their recovery?

Attire and office space. Demanding people dress a certain way is silly. Expecting people to keep their workspace organized to your satisfaction is unrealistic. Being inappropriate or offensive should never be tolerated. However, dumb rules that make people feel like grade school children is a massive turn off.

“If you obey all the rules, you’ll miss all the fun.” Katherine Hepburn

Online police. Attempting to control people’s online consumption is an effort in futility and highly unnecessary. We obviously cannot condone certain web sites but trying to regulate social media use or online shopping assumes people cannot be trusted to take occasional breaks to squeeze in some personal matters that makes their life easier. I would suggest giving people some latitude to enjoy some freedom as they manage their own schedule. If work performance is being affected, you can identify the people that are not able to operate with a high level of trust. Penalize them not everyone else.

Performance ratings. What is the purpose of preordained ratings systems? They cause unnecessary comparisons and unrealistic evaluation parameters. In the process we make people feel like somebody standing in line at the DMV. When people feel like they will get fired over some arbitrary measuring tool, it creates tension. These are policies employed by lazy managers that refuse to do the difficult work of “leading” people.

No phones. Limiting phone use is like telling a teenager not to use their phone for non-emergencies. Instead, focus on hiring quality people and offer them the trust they deserve. The last thing we should worry about is how somebody uses their phone. If a person becomes a problem because they are abusing your trust, deal with it accordingly and privately. I would not impose rules on everyone predicated on a few individuals that cannot manage their phone responsibly. Better yet, lead and openly talk about the dangers of excessive phone use and offer ways to establish healthy boundaries with electronics.

E mail demands. Many companies continue to implement stricter e mail policies. The ultimate objective. More control because they do not trust you. Programs that only allow prepared topics. These rules are put in place to identify the perpetrators but penalize everyone else in the process. Offenders usually find ways to work around the system. Meanwhile, everyone else suffers and is left feeling marginalized. Stop putting policies in place that indicate lack of trust. The good people that are doing great will get tired and move on when you make their work more difficult.

Correctness. Treating everyone with respect is mandatory. Divisiveness and animosity are at an all-time high. Teaching people to communicate respectfully is a good thing. Demanding people dance around everyone’s delicate sensitivities is unrealistic. We need to lighten up and create an environment where people don't lose their sense of humor. Laughter is good. Being overly sensitive makes people uptight.

“There are no rules here – we’re trying to accomplish something.” Thomas Edison

Sum it up

Now is a great time to reexamine our rules and policies. With more people working from home, we must trust our people are only penalize individuals that cannot be trusted.

What are some other policies that drive you nuts? Share your thoughts in the comments section and please like and share this article. I love learning from you as well.

About Steve:

Steve Wohlenhaus is CEO of Weatherology, the leading company in the world at disseminating audio weather information.  Steve began his career as a major market television weather anchor in Minneapolis, where he received several Emmy Awards for science programming. Steve is an author and host of the podcast program Anatomy of Success. Reach out and connect with me on LinkedIn!