Don’t be straitjacketed by policies
In the early days of this column, I wrote about a concept called the Priority of Labor over Capital. It simply means humans should be treated better than systems, machines or processes. Practitioners believe growing individuals is as important as growing the business if you are going to find the spiritual in your work.
The classic use of the theory comes when companies make layoffs a last resort, preferring to respect people ahead of short-term profits. I received an e-mail recently that made me think about something we could call the priority of labor over policies.
The woman who wrote me is an administrative assistant in a large company with an excellent reputation as an employer. She said the company has a “stated commitment to career development.” When the woman was hired a few years ago she was told that the “Vice President expects AA’s to view our role as critical to the organization, and as an important career path.” She was told the Vice President didn’t want to hire people who viewed the job only as a “stepping stone rather than a valued position in and of itself.” The woman thought that sounded wonderful since it was such a clear signal the leader recognized the value of his clerical staff.
The woman enthusiastically took the position, but now she’s ready for more growth. She recently applied for a new job that she thinks she’s qualified for; however, she learned she wouldn’t even be interviewed. When she inquired she was told that no administrative assistants are allowed to interview. She was told the Vice President believes that Administrative Assistants should remain Administrative Assistants. He wants AA’s who see this as their chosen career path and strongly frowns upon promoting them.
The woman wrote because she thinks the policy “smacks of something improper to me.”
My first reaction was reflected in the note I wrote the woman:
“My conclusion is that the vice president is misguided, but you have not been wronged in any way. You were told when you were hired that the policy is not to allow AA’s to use the job as a stepping stone. It should not surprise you that they really meant that. I do believe the VP is guilty of turning what could have been a healthy policy into a rigid philosophy that denies him the talent of many potentially outstanding performances. But his consistency saves him from any legal difficulties.”
The more I reflected the more I was bothered by the inflexibility of the company position. What obviously started out as a wise policy to encourage people to view the administrative assistant position as one that should be valued highly has now turned into a punishment instead of a policy. It prevents employees from growing and developing. It also denies the company the opportunity to take advantage of talented people who have developed knowledge and expertise.
Policies are essential to any company, but they should be used to guide it to the correct results. When policies become bludgeons that hold people back with no clear benefits they are being misused.
The fascinating thing about this policy is it apparently began as one designed to increase respect for administrative assistants. Because of its rigidity and its failure to appreciate people as individuals it has become a damaging policy that will deter applicants.
Respecting employees as individuals who can grow at work and become more complete human beings is essential to good leadership and management. A company intent on doing the right thing should avoid following policies off a cliff, especially when the growth and retention of quality employees is at stake.
Tip for your search: No matter our title, we can help other people grow at work. Sharing your knowledge about specific tasks is one way. Assuring that nothing blocks their ability to succeed is another. Respecting every person’s personal dream and aspiration may be the best way.
Resource for your search: “Managing As if Faith Mattered” by Helen J. Alford, O.P. and Michael J. Naughton (University of Notre Dame Press, 2001)