After a recent talk on Generations in the Workplace, the conversation was so lively that we decided to launch phase 2 in June. Meanwhile, I have been having discussions over workplace policies and communication strategies with leaders. Last week, someone asked how they could encourage front-line employees to adhere to the dress code as they gear up for a busy season - I get it - we are all wondering how to bridge the gap between what we desire and think is right, and what is possible and necessary. 

As I prepare - I've started thinking about how to make space and grace in your workplace policies to meet the needs of all of your employees. Here are some hot spots to think about: 

Dress Code

Our policy is to dress for the work you are going to do. For example, have an office day, be comfortable - t-shirts and flip flops are, in fact, some folk's version of comfortable. Have a full day of Zoom meetings - go with the virtual mullet - dressy up top and yoga or sweat pants on the bottom. Have a day discussing a proposal with retired corporate executives, dress to impress. So, what does your policy say, and where can you add a little space? 

Work Hours

We touched on this last time, but some of us have standard hours and open doors to attend to, some folks have childcare responsibilities and the loop that is dropping kids off to school or carting them to activities. The question is, what are your actual needs, and how much grace can you grant folks? For some organizations, this could be a conversation you could approach more openly. I had an employee who started work at 7 am and ended at 3 pm because that worked for their schedule - another one whose brain works really well at night so she moves her hours around to accommodate. The question here is what is business necessary and what is just your preference. 

PTO

I've discussed this a bunch everywhere - but is your policy and the record keeping around it really what you desire? The larger the organization or company, the more need for clarity - but is there a little bit of wiggle room for space and grace? One easy one - a flexible holiday policy. Our policy reads, "As strong believers of inclusion, The Spark Mill does not require any single employee to adhere to the Commonwealth of Virginia’s designated holiday schedule which includes 12 recognized holidays. While the schedule is observed by many at The Spark Mill, the Commonwealth’s holiday schedule is not representative of all cultures, customs, and beliefs that many employees celebrate." This way, folks can pick their days to match their religious and spiritual beliefs, family customs, caregiving, and school responsibilities. 

The overall message - can you find space and grace in your policies to help employees feel welcome and acknowledged and can you take time to really think through the roots of a policy - is it what you prefer or what is necessary for business?