Of course, management rules and regulated processes across the board are an important part of keeping your company running as it should. Without them, it would cease to function and your organization as a whole would fail to be profitable.
However, there is a delicate balance between “too many” and “just enough” rules that must be maintained. Keep reading to learn more about this balance, the consequences of having too many rules, and how to decipher where your company falls along the spectrum of it.
The consequences of having too many rules
Less employee engagement
One of the things that suffers when your company has too many rules is the level of engagement within the group. Having too many corporate rules may make employees feel like they are not trusted by management and that their opinions don’t hold any weight in the company.
This could lead to irritation or the feeling of powerlessness in employees, causing morale to dip and for employees to feel disconnected from the company overall.
Contrary to popular belief, having too many rules can stunt productivity in your office.
Yves Morieux, the director of The Boston Consulting Group’s Institute for Organization, recently spoke on a Ted Talk about the dangers of having too many rules at an organization, citing that they can stand in the way of productivity.
Unnecessary and excessive rules can cause an abundance of paperwork and follow-ups that stand in the way of getting actual work done. This is damaging to not only the profitability of your company but to the morale of employees as they will feel perpetually behind on their work.
Definitely not a great thing for your company!
How to tell if you have too many rules
If you and your employees are constantly feeling behind on work, it could be a sign that you have too many rules.
Having too much paperwork to deal with, too many administrative tasks to catch up on, or if you’re constantly finding yourself checking in on employees to ensure they are adequately following processes and procedures, it could be a sign that you have instilled too many regulations and that you should scale it back.
Furthermore, ensure that you are listening to the opinions and complaints of your employees. Taking in their feedback is a vital part of improving and evolving your organization, and they will be your best advocates, too.
If they feel unsupported and stifled by rules, you will surely hear it from them, and this is feedback that should not be taken lightly.
Upon making this discovery, ensure that you are working with other leaders to effectively scale back the processes and procedures you have in place in a meaningful way.
After all, you want your office to be a productive one where people feel as though their judgements are trusted by executives and that they have a say in the happenings of the organization.