While it is commonplace for start-ups and smaller businesses to copy and paste company policies from generic templates, this approach may cause unintended consequences.
In this post Melissa Hewitt MCIPD, Head of HR Outsource at Morson Group, examines the potential impact of off-the-shelf policies on employee engagement and company culture, and explains why an organisation’s strategic vision, growth plan and sector-specific requirements should all be considered when creating these documents.
In the fast-paced world of start-ups and small enterprises, the temptation to adopt off-the-shelf employment policies for the sake of expediency is understandably high. These ready-made solutions, frequently sourced from generic templates, promise a quick fix to complex issues of governance, compliance, and human resources. However, this approach can leave organisations open to risk, as well as failing to properly reflect their culture and value proposition.
The pitfalls of off-the-shelf policies
Generic policies, while convenient, often fail to consider the unique context and culture of individual organisations. This oversight can lead to a disconnect between a company’s strategic objectives and its operational guidelines. Every business has its own vision, growth trajectory, and sector-specific challenges. When policies don’t reflect these unique elements, they become mere documents, rather than living frameworks that can be used to guide the organisation.
And while off-the-shelf policies are, generally speaking, legally compliant, they may not address specific legal requirements and industry regulations, which can vary widely between sectors and geographies. Every field has its own liabilities, safety standards and ethical considerations, which is why a one-size-fits-all policy may fall short. For small companies experiencing rapid growth, an audit of generic policies will plug any gaps and make sure all bases are covered.
The importance of aligning policies with organisational culture
Tailored policies serve as a foundation for clear boundaries, expectations, and procedures that align with an organisation’s unique vision, values and operational needs. In essence, they are guidelines, setting out a company’s stance on a range of issues and providing a blueprint to follow in the event that problems do occur. Beyond that, they also have an important role in strengthening company culture, demonstrating fairness and transparency, and outlining expected behaviours for everyone.
Developing tailored policies requires a deep dive into the organisation’s core values, objectives and specific risk profile. This ensures that the resulting policies are relevant, enforceable, and supportive of the company’s long-term goals. While it may seem daunting, especially for smaller companies with limited bandwidth, the return on this investment of time and resources can be significant as tailored policies enhance operational efficiency, mitigate risks, and foster a culture of compliance and integrity – as well as strengthening a company’s position in legal disputes by demonstrating a proactive and diligent approach.
The commercial benefits of strategically aligned policies
In addition to fostering a culture of compliance and integrity, aligning your organisation’s policies with its cultural and commercial objectives offers substantial benefits, positioning your business as a frontrunner for prestigious accreditations and standards. Such alignments can be a critical differentiator in the competitive tendering process, providing evidence of a proactive and responsible corporate ethos. In this way, the strategic alignment between HR practices and commercial goals not only protects the organisation but also contributes to its growth and success.
Fortunately, the journey to crafting tailored policies doesn’t have to be a solo voyage. Collaboration with HR experts can provide invaluable insights into the latest best practices, regulations, and compliance strategies. They can help companies to identify potential risks and craft policies that not only protect the organisation but also support its growth and cultural objectives. Beyond that, a good HR partner will also be able to advise on how best to raise awareness of policies and their implications. This is important as team members, especially line managers, should know and understand the content of policies so they are able to act accordingly.
By embracing the development of tailored policies, businesses can ensure that their frameworks are robust, relevant, and aligned with their strategic vision. After all, the true cost of generic policies is not what you save today, but what you may lose tomorrow.
Whether it’s flexible working or ED&I, if your organisation needs support developing tailored policies or conducting an audit of existing policies, Morson is here to help. For more information, get in touch today.
