How rules contribute to organizational integrity?

Nowadays many businesses seem to struggle with achieving a proper balance between maintaining rules and discipline while providing employees enough space for freedom and individual wishes. Some organizations are far too permissive, allowing their personnel to do virtually anything as they see fit. Others are too strict, severely restricting their staff’s actions and behavior. Remote offices and home working has not made this situation any easier.

Here is a formula that says: Rules + Relationships = Organizational Integrity

My years of experience in the business world have taught me this balance is crucial for a healthy, productive working environment. If you have rules, but have very little in terms of relationship, you will likely experience rebellion.

If, on the other hand, you have placed a strong emphasis on relationships, but you do not have well-thought-out, established guidelines for everyday practices and behavior, you might experience chaos. Being able to balance the two provides assurance to your people that you care about them, yet at the same time expect them to produce results in keeping with your company’s mission and values.

The problem in your organization occurs when there is a confusion among employees as to what “to do right” means. As leaders, our responsibility is to communicate that clearly and effectively. Business and professional people look to their leaders to define the parameters under which they are expected to perform their jobs well.

Rules and guidelines, especially when created with valued input from the people who will be governed by them, are not restrictive. They actually are empowering, because the individuals understand they are free to use their talents and abilities within those limits. Without those rules, employees can become confused by fear of doing something wrong.

Establishing rules just for the sake of controlling people can be demoralizing, so guidelines must be used as a means for enhancing the productivity – and satisfaction – of people in your employ. Strong, effective leaders know how to balance compassion and discipline. Are you such a leader?

Here are some questions that you can ask yourself:

• What gets the strongest emphasis where you work – rules or relationships? Explain how you see this being demonstrated on a day-to-day basis.

• How do you think a leader can go about seeking this balance between rules and relationships? Is that even practical to attempt this, in your opinion? Why or why not?

• Have you ever found yourself in a situation where you were not certain what the rules were that governed your actions or the plans you were formulating? If so, how did you feel about that circumstance – and what was the outcome?

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