Policies have value...

Having formal structure including job descriptions and policies and procedures can make a manager’s job a lot easier.  There is a reason for using the word can.
 
Policies and procedures are often regarded as the necessary evil – they’re required for licensure and accreditation.  Consequently, books of basic operating policies are often purchased or copied.  Few managers take the time to tailor them to their organizations.  It’s a shame!  Policies and procedures not only enhance staff productivity, but can also protect the company from claims of wrong doing.

It is not uncommon for disgruntled employees to make allegations against managers and former employers.  In fact, I was just reading a stat in the morning paper on this very topic.  According to the San Francisco Chronicle, there were 75,428 complaints in 2005 and that is actually down from prior years.  Most complaints involve race discrimination or boss’ retaliation.  Ask your corporate attorney, retaliation claims are the hardest to defend.  One of the best defenses is your companies “standard operating practices” and whether or not the practices are followed.  I’ve had first hand experience with this issue, but in short the claim made was totally unfounded and therefore, dismissed.

Interestingly enough, this issue was on my mind for a number of reasons, one of which is the frequency of changing policy.  Of course, policies and procedures need to be updated because the rules and regulations governing our industry change or the needs of the company change.  However, if too frequent, one could challenge whether the company had “standard operating practices” at all.

My best advice is to have a formal process in place for reviewing and updating policies.  The policies should be reviewed by board representatives and in some cases your corporate attorney, signed into effect by a board member and dated.  Once issued, staff should be in-serviced so that they understand the changes, why they were made and what’s expected of them.  And lastly, periodically evaluate compliance.  You may think it is too costly, but trust me – the cost of not doing is much more.