Dumb Rules That Make Your Best People Quit

Dumb Rules That Make Your Best People Quit

If you want to retain your best employees in your company, don’t set unreasonable rules. Not only will these tedious requirements drive them away, but they’ll also negatively affect productivity levels across your team.

Many companies create rule-driven cultures that give management a sense of control but squelch creativity, enthusiasm and passion. It’s time for this paradigm to shift.

1. Requiring Documentation for Sick or Personal Days

No matter if it’s a policy or unwritten rule, you might want to assess what actions are you taking that is driving away your best employees. Many people leave their jobs due to various reasons; however, some inflexible rules tend to do the most harm.

First, assess whether your sick and personal days policies align with the needs of your employees. For instance, if someone needs time off due to an emergency or needs to take their child for a checkup at the doctor, they shouldn’t have to worry about being required to submit paperwork before being granted permission to utilize these days.

Small companies often struggle with having a one-size-fits all policy that no one feels comfortable with. But by allowing employees to take days off when necessary, you are showing them that they are valued and important members of the team, not just another number on a roster.

It’s wise to review your paid time off and sick leave policies. If they aren’t reasonable or achievable, employees may not feel motivated to work as hard for the company.

Finally, if a family member passes away and an employee wishes to take bereavement leave, you should give them the option of using their earned sick and safe leave for this purpose. Doing so will allow them to spend quality time with their loved ones and help you move through this difficult circumstance in a positive light.

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Furthermore, your team may benefit from having an experienced, caring supervisor to guide them through the grieving process. Having someone on board who can ease the strain will make managing this experience much simpler and help retain top talent on your team.

2. The Six-Month Rule

The six-month rule is an effort to protect travelers from fraudulent travel agents by ensuring their passport remains valid before boarding the plane. Most countries have strict policies regarding this and will refuse entry if you don’t possess a valid passport.

The rule is straightforward: Your passport must remain valid for at least six months beyond the date of your intended departure, or else you must apply for a new one before being allowed to board. However, some countries have more stringent requirements wherein an Alien Registration Certificate (ARC) from Homeland Security must also be presented alongside your passport.

Beyond just being an entertaining way to test your knowledge, this rule is also beneficial when planning a trip abroad. Not only does it guard against scams and unnecessary charges during transit, but it can also save money by helping avoid overspending when arriving at your destination.

The six-month rule may not be suitable for everyone, but it’s an invaluable consideration when planning a trip of a lifetime. And if you have any queries about this or any related regulations, don’t hesitate to get in touch with us here at Sam’s Passport; we are more than happy to assist in navigating the complexities of international travel.

3. Restricting Internet Use

The internet has revolutionized how we live and work. Many employees rely on it for communication with family members, shopping online for products or services, and socializing. Yet if not managed effectively, it could potentially prove detrimental in the workplace.

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A comprehensive Internet usage policy should contain several tools to safeguard your company against employee mistakes and cyberslacking. One of the most efficient is a reliable web filter. With it, you can control access to various types of website content like pornographic websites and enforce acceptable use policies.

Additionally, this can help you limit bandwidth-hogging activities like streaming 4K Ultra HD Netflix videos. Not only will this save money on internet costs but it will boost productivity as well.

In the office, this could mean restricting employees’ access to social media or even email. Though it may be challenging to enforce such a policy, having an effective Internet usage plan is essential for keeping your organization running as efficiently as possible.

If you want your employees to spend more time working on their jobs, a successful Internet usage plan must incorporate an effective balance between work and personal tasks. This might mean setting screen time limits on devices or using parental controls to set up separate children’s accounts.

A superior Internet usage plan will offer a host of features and functions to guarantee your staff gets the most from their online experience. The ideal plan will have an optimal combination of web filters, content control software, and security solutions to protect against today’s most sophisticated online threats.

4. Requiring Performance Reviews

Regular performance reviews offer invaluable feedback and direction, helping employees comprehend what’s expected of them. Furthermore, supervisors can link staff roles and daily tasks to larger company goals, making employees feel like integral members of a team rather than isolated individuals.

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Performance reviews have a notorious reputation; however, they remain an essential tool in employee retention and engagement. To maximize the advantages of an effective performance review system, they must be conducted correctly.

Managers who utilize them efficiently will recognize high-playacting staff, solve problems before they become insurmountable, communicate expectations, promote growth and development opportunities, and increase worker engagement.

To help employees comprehend what’s expected of them, it is essential to establish goals and objectives at the start of a performance appraisal process. Doing this makes it simpler to identify strengths and weaknesses, comparing work quality against specific standards set by management.

Goals should be SMART, which stands for “specific, measurable, achievable, relevant and time-bound.” Employers can make the evaluation process smoother by creating a written review that outlines all pertinent discussion points ahead of time.

Establishing a specific point system and assigning grades or ratings to each category are another way to guarantee you’re giving honest feedback. Some companies utilize an A through F grading system, while others rely on percentages or written descriptions of performance as their scoring system.

Employers often still view performance reviews as an opportunity to give criticism and give advice, but instead should be seen as honest conversations that help employees hone their skills in certain areas.

Managers should avoid repeating the same topics in each review to achieve optimal results. Doing so could lead to miscommunication and unnecessary speculation on behalf of their employee.

Managers should keep meticulous records of critical incidents and performance measurements to be used in future evaluations. Doing this allows them to provide specific examples that show what an employee did well, as well as areas for improvement.