Development and Implementation of Company Policies A supervi

Development and Implementation of Company Policies. A supervisor feels the need to implement or stress an office policy, such as prohibiting smoking or enforcing attendance. What is the best way for the supervisor to bring this issue up with employees? What can the supervisor do to increase the likelihood that employees will accept the policy and believe it is fair? How can the supervisor distinguish between policies that have to be followed to the letter and policies where some flexibility is allowed? Process vs. Results Orientation. A supervisor gives an employee an assignment such as working on a report. Although the report is not high priority, the supervisor would like to get it off his/her \"to do\" list. What is the best way for the supervisor to follow up on the employee\'s progress? How much instruction should the supervisor give on how to prepare the report vs. what the final report should look like? What can the supervisor do to ensure that the report gets done in a timely fashion?

Solution

Q1.

Whenever any policy is being introduced into the organisation the best way to implement is by participative approach rather than using rules and regulations. In the given case the supervisor, at the outset, can bring awareness among the employees by educating them about smoking and its effects. For attendance purpose a fair work environment would help. Later, the supervisor can bring the same as a policy and the employees will adhere to the same as they were prepared well enough.

There is no hard and fast rule to make employees adhere to policies but, by bringing a co-operative and making them understand the crux of making such policies will ensure a better likelihood of employees believing the policy to be fair and follow it.

The supervisor, before making and policy and floating the same, has to check whether the policy is on moral ground or compliance. If the policy is with respect to any legal compliance point then it has to be followed to letter. all other policies could be granted some flexibility to make employees feel free. While giving any flexibility the supervisor must ensure that it will not make employees think it as free-for-all environment

Q2.

The supervisor can follow up the employees progress in many ways like, asking the employee to give him an update on the work on timely basis, personally going to him and guiding him in the work, asking the employee orally or over mail about the work status on a regular basis. To choose the best among these depends upon the employees skills, his attitude, the urgency of work etc., In this case it would be better to ask for the work status and guiding him on how to complete the report.

The instructions that are to be given depends upon whether the work is new to the employees? If it is new then the employee can give him any similar work done. It will help the employee to create an idea of what is to be done. aslo the supervisor must be clear about his final report and convey the same to the employee. This will result in a clear report.

Usually by giving him a dead line the supervisor can make sure that the work is done on time.