Office Rules That Make Good Employees Leave
A lot of employers don’t trust their employees. They think that there will be some major chaos without numerous rules and regulations. That’s why some companies look like primary schools with nervous teachers (the managers), overcontrolling principles (the boss), school uniform (office dress code), scheduled breaks, doctor’s notes, etc..
Who knew that adult life would not be that different from your childhood…?
Companies should have a system to survive. It raises a question – how many rules are simply too many rules? Every employer should rethink the strategies and regulations in the company in order to stop talented employees from leaving.
Here are some office rules that prevent business growth and kill employees’ motivation:
Attendance policy
Some jobs don’t require being present in the office at all times, but the employers still insist on it. They think that strict attendance rules will help keep everything under control.
However, isn’t it better to trust the people they have hired?
This dictator-like policy makes good employees quit! Trust us. A staff member might be late for five minutes or maybe even half an hour; it happens. Why do they need to explain themselves to their managers every time they are late? Everyone is paid for the work they are doing, not their time.
A flexible schedule at work can eliminate stress and help employees balance their professional and private lives better.
Employees should be allowed to work when they feel productive the most. The team leaders should start judging their performance without asking questions such as ‘Why are you 20 minutes late today?.’
It’s difficult to stay focused in some offices, so why not let people work from home sometimes in order to deliver better results?
Employees who work remotely can send a free fax to colleagues ( in case there is any confidential information) and use Skype or private work channels to speak with managers and clients.
Internet restrictions
Everything is digital. No wonder, a lot of people use the Internet to do their job. Indeed, employers don’t want staff members to browse the web for private purposes. That’s why some of them restrict web access. Needless to say that websites with games should be banned. However, blocking social media channels might not be beneficial for the company.
For instance, Facebook and Instagram can also be used by human resource professionals to check potential candidates. Also, let’s not forget that people will always find a way to override the system.
Employers can spend thousands of dollars on the systems that restrict Internet access for the employees. Instead, they can start reviewing work and offer their employees to install website blockers. It will allow staff members to restrict websites that disturb them personally and increase their productivity.
The hiring process
Every HR manager has a lot of work during the hiring process. A lot of employers are complaining about being deluged with applications and CVs. They could solve this problem by including the salary range in the job ad.
Companies such as Dermalogica, Revature, Samsara, Seneca Family of Agencies have already applied this strategy. This transparency makes the hiring process easier for HR managers and candidates. Why don’t other companies adopt this concept?
Some employers think that it is ok to inform the candidates about the salary ranges at the very end of the hiring process. It is just not acceptable to ask about the salary in the first stages of the interview. There is this unspoken rule: ‘Your salary is none of your business.’
Employers try to benefit in this way. Keeping the salary range private gives the company a negotiating advantage. During the hiring process, the employers already know how much they can give the candidate. They are still asking the question about the salary expectations hoping to hear that the candidate is willing to work for less.
Underpaying employees can save the company money. That’s why candidates should always ask for a little bit more than what they really expect to get. Most people don’t ask for more money because they think that it might scare away a potential employer.
Another weird policy of the hiring process is time delays. Sometimes, candidates are waiting for weeks and months to get the second or third interview invitation. HR managers keep the candidates on hold in order to compare them. Companies think about their own interests in the first place. The employers might not understand that waiting for the response for weeks is frustrating and inconvenient.
The employers should be honest with the candidates about the time frameworks of the hiring process. It will show the company’s credibility and organisation process.
The companies might lose potentially good employees because the HR manager leaves for vacation without informing the candidates.
Dress code
Some positions don’t require meeting with clients or business partners on a daily basis. So, why do employers want to control what employees wear? This office policy exists because some company owners believe that the dress code helps improve the image of the organisation and ultimately creates equality at the workplace.
However, how many times have you seen Mark Zuckerberg wearing a suit and tie? Google employees also walk around their office in the flip-flops. As you can understand, it doesn’t make them less professional.
In many industries, it doesn’t matter what people wear while working — only work results matter. Employees should be able to wear comfortable clothes they like. This little thing can help them to be more productive and feel less like in a private school.
Waiting for getting promoted
These days, a lot of companies still follow the old six-months rule. It dictates that employees can get promoted only after being in the same position for six months. Many corporations review the work of the employees only once per year.
However, why do they need to wait for a year to get a raise? Professionals who know their value, don’t wait for a promotion for a long time. Usually, they quit their job for better offers.
This six-months trial doesn’t benefit the business either. The companies should review the performance of the employees on a monthly basis in order to understand who fits the job, and who doesn’t.
Certain employees learn faster than others. And it’s natural. Managers should have an individual approach to each staff member and stop beating around the bush when it comes to promotions.
The bottom line
Employers should rethink a lot of office policies and regulations. The same applies to the employees – they have to start questioning all these old rules such as dress code, six-months rule, etc. Changing the rules can help to build a positive company culture, motivate employees to work harder and be more creative. And most importantly, transparency and responsible approach to work will promote business growth.