Some Workplace Rules that drive People Bananas

Companies need to have rules – that’s a given, but they don’t have to be short-sighted and seem like a desperate attempt at creating order. 

With the increase in size and complexity, organizations are tempted to maintain certain standards. There have been instances when an employee crossed their line, and this was met with a blanket policy or rule that covers everyone else.

While introducing policies or rules is a passive way of addressing the issue, most of the times a one-on-one interaction with the manager/ management is enough to address the issue. Alienating the entire workplace, and hoping that your employees will then deliver better makes no sense.

Here are some of the rules in my opinion which companies make when they fall in this trap:

1. Lack of Self-expression:

Many organizations control what people can keep on their desks. A life-size poster of a Kingfisher model? I get it. That’s a problem. But dictating how many photographs of family members can be put on display, workplace accomplishments or controlling the use of props or origami to add a little life to your desk – now that’s a little too much.

 The same goes for dress code. Regulating the dress code works well in the high school, not workplace. Hire professionals, and they will dress professionally. If someone crosses the line, it is between the manager, management and the employee to discuss and address the issue directly.

2. Banning Mobile Phones:

If I ban mobile phones in office, then my employees will not waste time checking their phones or texting their friends and family. Right? Isn’t this usually the logic behind such decisions?

May be its time Organizations with such rules start trusting their employees, and effectively train managers to deal with employees who under-perform and / or violate expectations such as spending too much time on their phones or being constantly distracted in meetings and so on.  This may be hard, but it’s worth it.

The easy way of banning mobile phones demoralizes the good employees who need to check their phones periodically due to personal commitments, health issues or as an appropriate break from work.

3. Ridiculous requirement of number of hours and attendance:

People are salaried for the work they do, not for the number of hours being spent at their desk. When companies ding employees for reaching five minutes late or leaving slightly early without considering the otherwise regular schedule that they follow and ignoring the efforts they put in over the weekend to ensure work gets done…you send message that policies take precedence over performance. 

4. Bell curve and forced ranking:

When you force employees to fit into a pre-determined ranking system, you do three things: 1) incorrectly evaluate people’s performance, 2) make everyone feel like a number, and 3) create insecurity and dissatisfaction when performing employees fear that they’ll be fired due to the forced system.

If companies can rethink their policies and remove or alter those that are unnecessary or demoralizing, it will only make the work more enjoyable and employees more productive.