Are our employees fed up with too many overly tight rules and processes?
Are too many rules getting in the way of people doing their jobs? How can we unlock creativity and collaboration (plus communication of course) in the plight to increase our productivity?
In this new employee outlook survey by the CIPD, 28% said too many rules were major hurdles to them doing their jobs (this was joint top with not having enough resources).
Rules are necessary - but not too much
Yes, obviously but often in change situations, especially where bad incidents happen, our tendency can be to gold plate our rules, add in too many, put so many controls and checks in place it stifles rather an creates the right balance of boundaries vs constriction.
Boundaries vs Constriction
It's not an easy line to get right. Structures and guidelines are there to achieve an OUTCOME. Too tight, it achieves the wrong outcome. Too loose is much the same.. potentially the wrong thing.
Balance is the goal
I have worked in organisations both large and small, with varying levels of process complexity and severity. Both have advantages and disadvantages for both and it is situational and organisationally dependent.
We cannot exist without them, but when they cease to be useful (not always fair, that's pretty much impossible) then they fail on achieving their outcome. That's when we have to ensure they are fit for purpose.
Regular reviews and engagement with key stakeholders
To make our processes and procedures fit for purpose we do have to regularly review them against that key question, posed to numerous stakeholders across the organisation that says, does this work for you, does this process achieve what it is supposed to do and achieve XXX outcome?
By engaging our stakeholders, because politely put, the process isn't designed for us, it's designed for others, so we have to ensure our perspective is wide enough to accommodate the views of others.
Simple is better. Less is more. It's a blocker not a enabler.
Get engaging :-)
JOHN | THINKING HR