Revisit Workplace Culture in the New Year

January isn't just about resolutions – it's the month to supercharge your workplace dynamics. Forget the usual 'new year, new me' talk; it's time to revamp HR policies and foster a workplace where respect isn't just ink on paper.

Your policies aren't mere guidelines; they're the backbone of a thriving, respectful environment. Many of our clients are asking for help in revising and revitalizing their respectful workplace and behavioral policies for various reasons - some to set crystal-clear expectations, others to stamp out past holiday party mishaps, and others to meet legal and compliance requirements as their organization matures or as the laws evolve. In the course of formulating these policies and deliberating on the delineation of respectful workplace behaviors, leaders often assume that providing employees with written directives regarding prohibited conduct, and securing their acknowledgment of these guidelines, will deter them from engaging in inappropriate behavior.  If only it was so easy!

While we're firm believers in policies that are full of examples and context, it's not enough to hand out policies and hope for the best. And even for those ambitious organizations who invest the time and resources to turn their employee handbooks into visibly appealing marketing materials, the policies still remain just words on a page unless someone takes the time to explain the substance and importance of them.

It is training that is the game-changer in making policies useful and relevant.

Training is not about endless lectures; it's about meaningful engagement. Real-life case studies and interactive sessions bridge the gap between legalese and real-world application. The goal in training should be to educate employees as to workplace behavioral expectations and empower employees to contribute to the kind of workplace in which they want to work. Formal training on policies helps employees recognize and retain the organization’s values and goals. For example, if the impetus for updating a handbook policy is to respond to an incident of inappropriate behavior, the organization is more likely to achieve its prophylactic goal by specifically training employees on what it considers to be appropriate and inappropriate behaviors. The training transforms the policy from a list of what not to do into a resource for knowing when behavior crosses the line. Most participants actually want to know expectations so they can meet them.

Training doesn't have to be cumbersome or formal. Even five-minute monthly sessions can transform your handbook into a well-understood guide. New policy introductions? Perfect opportunity to shine a spotlight on what's changed and why it matters. If managers make it a practice to review the key aspects of just one employee handbook policy at a team meeting each month, that short investment of time can ensure that most or all of the organization’s key policies have been covered within the space of a year. Many organizations also send a monthly email with key points from policies to reinforce them to employees. Additionally, HR-led Q&A sessions can breathe life into policies and address employee concerns before they escalate.

So, while having written policies is a start, it is the training, the conversations, and the real understanding of their significance that bring these policies to life.

This January, let's do more than write new policies – translate them into actionable guidance through training.