Policies vs Guidelines

“I am passionate about the topics I address through my “Other Side of the Coin” blog.?They are not intended to simply criticize or judge.??What I hope for is by sharing my insights and tips, that ultimately it may help others avoid common mistakes and achieve better results.”

Do you find yourself often saying, "your miscellaneous funds are for that?"

A recently conducted mobility industry survey on employee experience concluded that relo managers and suppliers feel that the employee experience has improved but we still have a long way to go.?Why after all this talk about improving employee experience do so many still feel this way? ??

In my opinion it is two main reasons (1) ee experience may not be a company’s priority although it may be politically the right thing to say. In other words, "not walking the talk" or (2) we continue to try and remedy the employee experience through more and more different types of approaches regulated through policies.

If it is not a company's priority, it is not our place to try and change a culture. However, if employee experience is indeed a priority of your company, then how do we help beyond creating more policies? Ones that simply provide additional methods of making choices that still does not address those valid needs?

I believe how we view and administer policies is the root of the employee experience issue. ?Caveat: "policies are necessary to encompass compliance as it relates to laws, regulations, company objectives etc. and of course must always take priority." In all other types of circumstances, we need to get better at thinking less rigid and treating relo policies more as guidelines. This is the only true way that would be able to encompass and provide the most inclusivity while maintaining the general company objectives and goals of your program. To be fully inclusive, you cannot take the human element out and hide behind the policy.

I know this may sound strange but, I would go as far as saying we need a policy that addresses the strategy on how to go about managing policies more as guidelines. Why do we need such a policy you may ask?? Seems silly right? Well, we need it because it would help those who are more risk averse and need the validation of their action/decision through a written policy.

Yes, we have core/flex policies, point system policies, tiered policies, automation etc. and there is of course value to all of these, and each add a unique method to choice.?However, in our world of diversity and inclusion, developing more policies or develop different methods through a policy alone are the antithesis in addressing the diverse population of employees in our world today that may have unique needs, preferences, and expectations. ??

Again, it goes without saying that policies are necessary to ensure compliance as it relates to laws, regulations, compliance etc. and of course take priority over flexibility.?However, we continue to use policies for other than those reasons that may be impeding on the employee experience.?I believe and most would agree that policies make our lives a lot easier and makes us feel more secure and is less risky. ?If our priority is indeed employee experience, is making our lives a lot easier a valid reason to not do what may be right even though it may indeed be more difficult?

Thats what we need. A policy that allows you the flexibility to manage your policies with less rigidity as guidelines.?Please feel free to challenge my guidelines approach if your concern is not solely regarding the complexity in administering. There is no doubt that it would be more challenging to administer.??I always love a good challenge!

If this blog sways you in some small way to just look at one part of your policy with just a little bit less rigidity, you may have just made a huge difference in someone's life.

And that’s the other side of the coin!??