16 Sep

When HR Should Create Policies and When It's a Leadership Issue

HR plays a critical role in shaping workplace behavior and culture. HR departments are responsible for crafting policies that establish guidelines for employee conduct and protect both employees and the organization. However, there are instances when relying solely on policies may not be the best approach. Instead, cultivating a positive workplace culture and strong leadership can often be more effective. Here, we explore when it makes sense for HR or a business to create a policy and when it's more of a culture or leadership issue.

Creating Policies 

Legal and Compliance Requirements: In certain cases, organizations must establish policies to ensure compliance with local, state, or federal laws and regulations. Examples include anti-discrimination policies, workplace safety regulations, and data privacy policies. HR is crucial in researching and implementing these policies to set expectations and ensure compliance. 

Uniform Guidelines: When consistency and standardization are essential, HR should create policies. For instance, a dress code policy can help maintain a professional image and ensure that employees adhere to acceptable attire standards. 

Safety and Security: Policies are indispensable for ensuring the safety and security of employees and company assets. Workplace violence prevention policies, emergency response plans, and cybersecurity protocols fall into this category. 

Cultivating Culture and Leadership 

Ethical Behavior: While policies can outline ethical principles, fostering a culture of ethics and integrity often depends on leadership and the example they set. Leaders who prioritize ethical conduct inspire their teams to do the same. 

Innovation and Creativity: Excessive policies can stifle innovation. Encouraging a culture of creativity and risk-taking requires leaders who support and reward innovative thinking rather than creating restrictive policies. 

Employee Engagement: Policies do not foster engagement. Strong leadership that listens, provides opportunities for growth, and recognizes employee contributions can foster a culture of engagement where policies become secondary to employees' intrinsic motivation.

 Flexibility and Adaptability: Rigid policies can hinder adaptability in rapidly changing environments. Cultures prioritizing flexibility and open communication are better suited to navigate uncertainties and adapt to new challenges. 

Work-Life Integration: While HR can offer policies like flexible work hours, leaders who model work-life balance and integration and promote it within their teams can create a more sustainable and healthy work environment. 

Finding the Balance T

he key to a successful organization lies in balancing policies, culture, and leadership. Policies are essential for setting clear boundaries and ensuring legal compliance. However, culture and leadership are vital in influencing employee behavior beyond what policies can dictate. 

HR professionals should collaborate closely with leadership to align policies with the organization's values and culture. Leaders must not only endorse policies but also exemplify the desired behavior. Moreover, continuous communication and feedback mechanisms should be in place to ensure that policies remain relevant and effective. 

The decision of when to create a policy and when to address an issue through culture or leadership is not always straightforward. It often depends on the nature of the issue, the organization's values, and its commitment to fostering a healthy workplace. A harmonious blend of well-crafted policies, a strong and positive culture, and effective leadership is the recipe for a thriving and sustainable organization. 

The Deep End Talent Strategies team is here to help you consider when it’s a policy or culture/leadership issue and guide you through the best steps to take. Contact us at hello@deependstrategies.com.