The last three chapters of this book focus on implementation and execution. This do-it-yourself part is divided into two sections:
- Things you can do to prevent drama from happening in the first place (write policies your employees will actually read and follow, and provide training that will positively impact understanding and behavior).
- Innovative but time-tested methods to resolve drama if it does occur (receiving, investigating, and resolving claims of misconduct).
We’ll start with policies. Though policies are universally recognized as useful tools to prevent misconduct, too many organizations pay little attention to writing and enforcing policies that will have that desired effect. Let’s be honest, no one really reads the employee handbook. More precisely, no one reads the typical handbook. (I do know of a few companies who’ve written clear, precise, transparent, and entertaining policies, but they are, unfortunately, the exception rather the rule.)
So how can you take a fresh new approach to writing policies? How can you write policies that become an integral component of your journey to becoming a drama-free workplace?
- First, as I discussed in detail in the “Freedom” section in Chapter 5,policies that restrict freedom do more harm than good. So write policies that set expectations and communicate your commitment to a healthy workplace.
- Second, policies have become nothing more than yet another ...