Learn HR is a leader in the provision of HR and payroll training and nationally-recognised professional qualifications, and is experienced in advising on common HR and payroll problems. A wide selection of tips and guidance can be seen below. HRzone.co.uk recommends that any tips are taken as a starting point for guidance only.

The question:
Our rule book, frankly, is a bit of a joke and standards of behaviour are generally poor. I have only recently joined the company as a manager and have taken the matter up with my supervisors but they say firstly, their employees don’t take much notice of them and secondly, they have never been given backing if they have taken their employees to task for not complying with rules. Any suggestions?

HR tip:
Firstly, I suggest that you check over your rules and your disciplinary procedures and make sure that they are adequate for the job. If not, rewrite them in conjunction with your supervisors and representatives of the employees. Then make clear to your supervisors that, if they apply the rules and exercise discipline properly, you will support them fully. Tell them that, if they have any doubts about how to do so, they should first discuss the issue with you. Make sure that all your employees are aware of the prevailing standards and procedures. Finally, tell your supervisors to personalise the company rules. For example, if an employee comes in late, tell the supervisors to say not “lateness is against company rules” because it suggests that they do not really support those rules. They should say instead “I will not have my people come in late”, or “I want my people in on time as we have a job to do”. This makes the supervisors the owners of the rules and regulations and also strengthens the bond they have with their people. And the respect it generates works wonders for team spirit and standards of behaviour.