Managers That Create Their OWN Policies

Scenario: HR publishes a new policy that outlines how to qualify for a corporate cell phone. The policy details what an employee must do to qualify. If they qualify, they fill out a form and submit to their manager for approval.

Joe meets the requirements for a corporate cell phone. He has filled out a form, signed and dated it and hands it to his boss.

Joe’s boss Dave says “Sorry, Joe, you don’t need a cell phone. Take the pager that Bob left after we fired him. HR doesn’t understand that I don’t have the money for all this stuff.”

Joe stands there with his form and a pager. Dave walks away pleased with himself for saving the company money.

How can boss Dave do this?

Simple.

HR added a clause in the policy that reads: “This request is subject to manager’s approval.”

Dave can decide he doesn’t want Joe to have a phone, even though Joe could really be more productive if he had one. AND he qualifies for one.

Dave is a boss that creates his own policies.

Sure, Dave can deny any request because HR has given him the right to evaluate the situation and decide what an employee needs.

I am not blaming HR. Their clause is valid. Not all employees that qualify for a cellphone will actually be more productive with one.

Many managers will deny a request because they have determined that the cellphone was not going to make Joe more productive. This determination is subjective. The policy is for the most part objective.

If Joe does A, B , C and D he qualifies.

However, Dave the boss will not approve until he meets E, F, G, H and even I.

I would challenge managers to give Joe the cellphone despite their opinion.?Ǭ† Opinion is the operative word. A manager may think Joe will not be more productive, yet be totally dead wrong. Why not eliminate the potential morale issue?

How much are you saving the company by denying Joe a phone if Joe decides that he works for a company that says one thing and does another?

Employees want to be treated fairly. If Joe is a good employee give him the cellphone. Managers need to stop being so controlling. It is more important the Joe feels like he is being supported than saving the company a few bucks. After-all we throw good money away everyday in the name of progress, don’t we?

A company is NOTHING without good people.

Managers: STOP creating your own policies and messing around with your employee’s minds.