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Some companies, including public relations and marketing departments, create office rules in an attempt to control wayward workers and improve productivity. More often than not, the rules end up backfiring and harming the company.  

All too frequently, misguided attempts to increase productivity by controlling employees demoralize workers and hurt productivity. Restrictive office policies broadcast the message that the company doesn’t trust its employees and prompt employees to distrust the organization. Treating employees like irresponsible children rather than motivated professionals, unsurprisingly, is likely to encourage them to act like children.

Rigid, overbearing policies often become a crutch for managers who lack real ability to supervise employees or judge their performance. Rather than creating a list of rules to control wayward staff members, competent managers hire productive employees they can trust in the first place and fire employees who are indolent or unethical.

Ironically, underperforming workers generally learn how to circumvent office rules. Passionate professionals are most likely to feel insulted by organizations that treat them like untrustworthy juveniles and will soon be searching for more appreciative employers.

Employees in creative roles such as writing, design and product development are the most likely to bridle over onerous work rules. Their internal wiring requires freedom in order to function at optimal levels. Better to give them latitude than to rein them in.

Here, then, are the office rules I think are among the dumbest and most counter-productive.

Internet limitations. At least a few companies forbid accessing the Internet for personal use in general or block access to particular websites they deem as frivolous or unworthy. Although viewing pornography can’t be justified, the result of Internet censorship is to limit research and squash productivity.

Attendance policies. Penalizing salaried employees for not adhering strictly to office hours is a sure way to destroy morale. Salaried workers are unlikely to work extra hours, either out of the office or in the office, if they know they’ll be cited for leaving 10 minutes early the next day. Qualified supervisors understand that salaries are based on performance, not on minutes spent at a desk. Rules requiring a doctor’s notes for illnesses also show a self-defeating lack of respect for professionals.

E-mail requirements. Some companies restrict email use. Some use software to permit employees to send emails only on preapproved topics. Like restrictions on Internet access, the limitations annoy employees and hurt morale.

Theft of frequent-flyer miles. Employees who travel for their companies sacrifice substantial personal time and energy and put up with jet lag, bad food on the run, and airport security searches. Companies that don’t let them keep their frequent-flier miles show that they don’t appreciate the employees’ sacrifices and are out to keep every dollar they possibly can.

Workspace rules. Some companies dictate what employees may bring to their desks or work areas, such as the number or size of photographs and the type of food or drinks. Some have been known to restrict water bottles. One reportedly mandated that employees purchase soda from its vending machine rather than bring in outside sodas. You might wonder if the company was taking a cut with the vendor.

Appearances. Dress codes are a prime example of rules that annoy. They send the message that supervisors care more about appearances than substance. Some organizations ban facial hair or certain types of facial hair. A better solution is to hire professionals, who will dress professionally, and then deal directly with the occasionally errant naked employee.

Mobile devices. Some organizations ban cell phones in the office, evidently believing anyone talking or otherwise using their personal phone is wasting time. One company reportedly banned anything that looked like a cell phone and cited employees for wallets, packs of gum, and other rectangular shapes in their pockets. Employers must recognize and accept that parents need cell phones to stay in touch with children. (Only the CIA and NSA could really justify making employees turn over cell phones upon entering the office.) Some organizations forbid workers from using their own laptop or tablet in the office or forbid them from connecting to the company network, out of security concerns. Resolving the company’s network security issues is a better solution and would increase employee productivity.

Just in case you’re wondering, CyberAlert imposes none of the rules cited above. Our employees have always exhibited good judgement about work hours and doing personal chores during work hours. At the same time, CyberAlert recognizes that most all employees have some personal chores that are best done during work hours. We just expect all employees to get their work done – and done well. Employer/employee relationships seem to work best that way.

Bottom Line: Restrictive, punitive company policies that irk employees hurt employee morale and productivity. The best policy is to hire the right people and give the freedom to do their jobs well.

Glean.info grants permission to republish this article provided that the republished version contains a link to the original article on the Glean.info Blog.

William Comcowich

William J. Comcowich founded and served as CEO of CyberAlert LLC, the predecessor of Glean.info. He is currently serving as Interim CEO and member of the Board of Directors. Glean.info provides customized media monitoring, media measurement and analytics solutions across all types of traditional and social media.