Enagaging your employees in decision-making process for setting up a new framework will lead to positive work environment and also there will be less chance of employee's disapproval for any changes made in the existing or new set of rules and policies.

1. Priyanka Shahi | June 2017

2. ▪ Affects of rules & policies
▪ Keep employees informed/updated
▪ New procedure/equipment/software
▪ Policy & practices
▪ How to develop policy?
▪ A good policy

3. ▪ There would be hardly any organization wanting to create havoc in the
workplace, but often, new rules and policies fail to face positive results from
its employees.
▪ The rules and polices are not gracefully accepted until employees are
convinced with the changes made in the organizations.
▪ This will certainly affect administrative performance.

4. ▪ Before making any change, an adjustment shall be done in order to receive
positive response from valuable employees
▪ Employers should know that any change made in the company affect
people working there, each one of them may counter this scenario in a
different way.
▪ Most often, the reason for getting negative response is because employees
are not familiarized with the new concepts, ideas, rules or any polices.

5. ▪ Operational policy changes will not show positive results until employees
are acquainted with new practices.
▪ Executing new procedures, shifting to new equipment or software as
directed by policy, basically any change which will directly or indirectly
affect the working of employees will impact any new operational policy
changes made.
▪ There are chances that performance will be affected severely if the
employee has been trained recently and then a new techniques or system
pops up.

6. ▪ It is not completely possible to evade policy and practice change in the
workplace, but it is possible to take all the thinkable precautions to avoid
undesirable response from the employees.
▪ This issue can be resolved if the upper management level starts involving
its employees in building a new framework or policy.
▪ This will cultivate the sense of belonging and promote employee
engagement at workplace.

7. ▪ Any variations in employee policies like attendance, training sessions, sick
leaves, etc. might be taken in a negative ways.
▪ This will surely affect overall performance of the organizations even if there
is no direct connection between policies and work of the employee.
▪ If there is any extreme change made within the organizations, then it will
pass stress and discontent to employee at work and this will definitely result
in poor performance.

8. ▪ Decide whether this is an area where the board or the executive committee
should be determining policy.
▪ Arrange for a sub-group, member of staff or individual trustee to produce a
draft policy for discussion.
▪ Discuss (including consultation with trustees, employees, volunteers and
service users as applicable) and agree the final version.

9. Defining a good policy
▪ A good policy has a definite purpose and is:
▪ easily understood and written in plain, jargon-free English
▪ linked to your strategy
▪ flexible and can adapt to change
▪ suited to the culture of the organisation
▪ developed through the involvement of employees and interested
stakeholders
▪ communicated to all relevant people.