The recent scandal involving the Department of Veterans’ Affairs speaks to an issue that is not only prevalent in government-run organizations but many organizations regardless of size. The allegations include deadly wait times and manipulation of client records according to recent reports. In any organization, policies are needed to help provide a structure or operating procedure for basic tasks and processes associated with producing a product or service. Unfortunately, if not properly managed, these policies can be come the golden calf of the organization resulting in such erroneous decisions as those associated with this scandal.
As a leader, we are tasked with managing not only policies but people. I think there is a pandemic of management strategies that worship the policy with little or no regard to the people executing it or those affected by it. Typically, organizations have managers in place to help ensure the efficient deliver of a product or service but the issue is not the policy that is implemented but those in charge of executing it. When such constrictions are placed on an employee or group of employees, the consequences can be the death of an organization. These policies that are the cancerous death of organizations could include those associated with production times or quality, incentive plans, processes or even human resources policies.
While there exists a need for policies and procedures, there also exists a need for team members to be able to make good judgement on the impact of those affected by the policies. Teams should be engaged and empowered by senior executives to make such judgement calls when employees deem the impact to negatively affect a service, delivery, or end-client. I have had experience working for organizations that valued policies over people and can attest to the miserable existence that results in such mantra. While working in a leadership within those confines, I dreaded going to work, disdained any type of meeting, and lacked brand engagement. After all, my views or opinions were not valued because at the end of the day because the policy is the golden rule and the most important aspect of the ethos of the company.
Evaluating your company’s priorities can be a daunting task but well worth the amount of time spent. Ask yourself these questions to determine if you have a “Policy over People” policy:
- Do my team members feel empowered to make decisions that will result in the best interest of our client when needed?
- During meetings, does my team or I feel as though policy dictates strategy?
- If I were to do an audit of client complaints, what would be the percentage of complaints associated with policies being enforced where a simple work-around could have created a more pleasant client experience?
We could go even further to evaluate the use of incentive plans or bonus compensation plans being used to validate the use of policy over people, but that would open Pandora’s box. Start with these three questions and if you find you have a problem, address it quickly, efficiently, and most importantly, NOW!
About the Writer:
I have a passion for driving results and have since I started my career in banking. This blog is about that passion as well as the frustration I endures from those who do not seek results or slow down the process.
I have a degree in Marketing and a Masters in Management with an emphasis in Project Consulting. Over his career, Trent has worked in numerous positions including sales, sales management, consulting, HR and recruiting. I currently work as a head-hunter and project consultant, while trying to stay abreast of all of the changes in today’s workforce.
For a professional resume, click here.