No Policies - Good or Bad?
"We trust you", they said.
"Make reasonable decisions yourself", they said.
"Policies are unnecessary bureaucracy", they said.
"You don't need to ask for approval", they said.
... and people aren't happy with all this freedom.
What do you think, what do people feel and what they really need, when they request "clear rules", "public policies", "1-1s, performance reviews & development plans"?
We see that many times companies give freedom without clear guidelines. They just ditch rules and expect people to fully enjoy it. This is not always the case though, especially if expectations are unclear.
Instead, dig deeper in understanding what's missing. I think nobody can really answer these questions but the employees who request more rules.
Can they properly assess their own performance? Do teams/individuals know when they're doing a good/bad job? Do they feel responsibility/accountability? Just having freedom often isn't that much fun.
What are the guidelines or "rules of the game" within which they can operate? Think of it like a game of football, lots of freedom and autonomy but with few clear rules within which teams can operate.
Ford's management model became the most influential one in the early 20th century. It embraced the possibilities enabled by the assembly line. This was followed by the General Motors' model (i.e. the multidivisional firm), and later by Toyota's model (i.e. Lean). More recently, electronic technologies (like computers and the Internet) have enabled the rise of the global 'Agile movement' with Spotify's model as the poster child. But now, with more and more IoT technologies, what will become the most influential management model of the future?
Maria Popova writes, “The history of the world is the history of telling others who and what we are—from tribal markings to national flags to family crests to pronoun-specifying email signatures.” How we choose to tell our stories—and what artifacts we choose to highlight—alters the way we hear our past, experience our present, and create our future.
Just over 5 years ago we quit our corporate jobs to start Corporate Rebels. Our mission was simple: to make work more fun. And it hasn’t changed. Five years later, it’s fair to ask: "Where do we now stand in the workplace revolution"?