A conscientious HR executive should stick to their principles and implement best practicesWe live in the 21st century, in one of the most modern countries, and people should have the right to go to work feeling trusted and appreciated as a result of being employed based on their skills and credibility; however, employees still face certain policies that should make personnel departments cringe.
Managers and HR teams have the expertise to be able to identify an honest and reliable candidate during the interview process. If they have done a good job, there is no reason why employees should be faced with these ridiculous rules. They do not help the company to grow.
A conscientious HR executive should stick to their principles and implement best practices. Some do, and have helped to demolish these outdated protocols; however, this is not always as easy as it seems, with some workplaces reluctant to change. This is understandable in a way, as modernisation is often perceived as a risk and extra effort is required to make a change.
That said, let’s bin these 10 shameful regulations as soon as possible and give HR less reasons to feel embarrassed.
1. A formal letter from the GP when you are feeling unwell.
The NHS tells us to avoid going to the doctor unless really required, but what do we do if our workplace requires a note from the doctor?
2. The sad procedure to secure a bereavement note.
A grieving person has to deal with the loss of a loved one; they do not need the additional burden of asking for a funeral letter.
3. Bosses cannot provide a personal reference to former staff members.
It is almost pointless if bosses can only confirm employment dates and nothing about the person and their abilities.
4. A candidate has to advise as to their previous salary.
This is private information. Why is it relevant to the new employer?
5. Progressive discipline and performance improvement plans.
It would be more efficient to discuss with each team member what is not working and what can be done to improve practices.
6. Pinching the airline miles from those who have to take the business trip.
Is this such a big price when the employee has to be away from their family outside normal business hours?
7. A work member cannot apply for an internal job without their manager’s permission.
Why would anybody want to tell their boss that they are looking for a new job?
8. Preventing employees revealing their salaries.
This can give the impression that the company is hiding something and salaries may not be determined in a fair manner.
9. Expecting flexible working hours.
Working overtime is fine within reason, as long as the company is also flexible with the start time, especially when overtime is not paid.
10. Yearly performance reviews.
Stop looking back on how each member performed in the past year; instead, focus on more important things.
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