Policy Changes: Should HR Be Polite or Strict When Communicating New Rules?

Dear All,

I want to know, when you bring a few changes in the policies, is it advisable to communicate to employees politely, or is it mandatory for a manager or an HR person to be strict and demanding in our communication with employees so that everyone follows the new rules without fail?

Hey Latha,

It has to be effective communication, while HR should be proactive in the implementation. However, involving the top managers/HODs/Reporting managers/Department Heads and making them responsible or giving them credit works better. This also ensures that HR does not become the bad guy.

Most importantly, you have to give it a little time, as it takes a while to change working styles and make people move out of their comfort zones. Also, you should be absolutely sure that the people running the organization are serious about bringing change.

Good luck with change management.

Regards, Geeti

It depends on the situations at hand. For instance, if a behavioral change is required, then training or counseling may be necessary. Another example could be a difference in the target audience.

Communication is meant for bridging the gap, and its primary function is to unite various ends together. If communications are threatening, hampering, creating fear, showing bossism, terrorizing the receiver, displeasing others, applying improper and impertinent words, and furthermore, if the image of the organization is totally ruined, scattered, and invites further hardships. Never communicate harshly, even in acute circumstances. Soft and pleasing communications would settle down many perennial problems. HR personnel are primarily responsible for it.

In my opinion, for being effective, it is necessary that the desired outcome is achieved. Generally, pleasing communication in an assertive tone should do the job. Benefits of the change to the organization and to the productivity of the team members must be explained clearly. Harsh tones and commandments only create an atmosphere of displeasure in the team and demotivate them. However, if in case of an emergency when immediate obedience is required, then more assertive language in terms of being harsh may be required. These are all elements to be used as per the requirements of the situation.