When is the right time to introduce a new HR policy at your organization, and how do you know if it's going to be received well? You may get plenty of pushback from a staff member that disagrees, but depending on the growth or decline of your business, sometimes you have to make a swift decision to pivot if you want it to survive in the current marketplace.
Ahead of any big announcements, what’s essential is training your leadership team on the rollout as doing this will enable them to help you get direct reports on board from the top down. Below, 10 members of Forbes Human Resources Council offer their advice on the best way to move your team forward in a positive direction without being seen as a disruptor.
Forbes Human Resources Council members share their insight.
Photos courtesy of individual members.1. During The Launch Of A Strategic Initiative
The right time to introduce a new company policy is when you're tying it back to a new strategic initiative, company goal or in response to employee feedback. Employees want to understand the “why” behind new policies and how it affects them. Policies are often rolled out with little communication about why and that's what leads to the perception of it being a disruptor versus a positive change. - Katya Daniel, Golden Hippo
2. During Growth And Decline Periods
The business goes through changes on two different occasions: growth and decline. In both of these situations, changes are inevitable or bound to happen. When a new policy is introduced during one of these occasions, it should be identified as a part of the change management process, and therefore, deemed a positive manner and easier to implement as a new policy. - Prakash Raichur, Taghleef Industries
3. In Response To Employee Feedback
A team should be involved in new company policies from the creation phase. Statistics and surveys show that employees are more willing to accept and support policies in which they are involved. This can be done through surveys and focus groups where input is welcomed. A kick-off session to let employees know what to expect as the "why" also allows for a seamless transition with minimal disruption. - Tiersa Smith-Hall, The Hartling Group
4. Whenever It’s Needed
There is no good or bad time to announce a change in policy—and a disruptor is not necessarily bad. If the CEO has framed the company as always changing and evolving, it will come as no surprise. In fact, the change in policy may be welcomed by most. If the CEO has negative news, it's best to be upfront and honest. Employees can read through a fake positive presentation. - Richard Polak, American Benefits Council
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5. It Depends On Each Department
The right time is subjective per department. Collaboration and time management are key to successful implementation. Making the experience interactive and practical is also helpful. If possible, coordinate town halls to allow employees to ask questions. From this process, sometimes the employee questions may trigger changes for a more effective policy. - Patricia Sharkey, IMI A Global People Company
6. After Instructing Your Management Team
Education and training people managers on the policy prior to launching new strategies across the business is important for long-lasting change. When people managers are comfortable with the policy interpretation, they will be best suited to successfully communicate downwards in a manner that is genuine, custom and specific to their area of the business and employee needs. - Caroline Faulds, Canada Pooch
7. On An Ongoing Basis
Policies ought to be living documents that are reflective of collective human consciousness. Thus, rather than being a point-in-time policing document, it ought to be updated on an ongoing basis depending on its relevance and what behaviors it drives to achieve the organization's strategic agenda. Needless to say, when policies are owned by all, business disruption happens the least. - Rohit Manucha, SIH AGH
8. In Real-Time, Without Hesitation
If the goal is to implement an improvement, then the present is always a good time. We have to build organizational resilience where innovation and the possibility of disruption are the norms. However, if the change doesn't need to take place right away and a communication strategy requires a phased approach, then that is appropriate as well. - Marcia F. Robinson, The HBCU Career Center
9. During Major Company Rollouts
Introducing a new company policy should be done with a step-by-step approach. Employers can rollout new updates during major company events, such as enrollment processes and payroll updates. This way, the employer can assure the revised policy is in the favor of their employees and creates less stress for the management team. - Dinesh Sheth, Green Circle Life
10. If An Urgent Matter Arises
When the need arises for a new company-specific policy on legislative or HR best practices, there is typically a significant reason for it. So, the timing is somewhat dependent upon the type or urgency of the matter. Leaders should be transparent by explaining the business decisions behind it and how the policy will have a positive impact on employees and the company to achieve ongoing success. - Niki Jorgensen, Insperity
