Buddha’s Wisdom “Do not believe in tradition just because it has been handed down by many generations’
Our policies and processes are often considered as ‘sacrosanct’ (regarded as too important or valuable to be interfered with) without realizing that today we live an ecosystem which is ever changing and dynamic in nature . . .
The question for us is, as organizations are we open to the idea to evolving our policies and processes proactively or will we do the same when the pressure is built on to dissolve the same. The challenge in reviewing the policies and processes at the time of dissolution is that we are often left with little time as the pressure to introduce something new is very high and thereby landing up doing some short term patch work to get the systems back on track.
At The Strategist we believe all Policies and Processes should come with an ‘Expiry Date’ the big difference with the Expiry date idea is that on one hand its gives the right signal to all stakeholders that we are open to change & feedback and on the other hand put a positive pressure on HR to be alert to the changes in the external ecosystem and adopt and align our policies and processes on a proactive & positive basis.
The other advantage with ‘Evolution’ methodology is that the organization and team HR can plan these changes in much advance. Employee Interest Groups can be involved in the benchmarking study from early stages and opinions can be generated and consolidated thereby building a positive environment and consensus.
Evolve or Dissolve is a simple experience which many of us go through each year and realize how painful it often becomes because of our lack of attention. By a simple idea of Expiry date we can make the process more Strategic (Evolve) rather than getting trapped in transaction mindset (dissolve). . .
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