Company policies help everything to run more efficiently, and they also serve to protect the basic rights of employees while also serving the interests of customers. For example, a dress code or computer access policy ensures that everyone is treated the same so that no one feels excluded or unable to complete their tasks properly.
Additionally, company policies like transferring certain issues to management during customer escalations can benefit your business by ensuring faster service and a greater degree of customer satisfaction. You can also utilize company policies to inform customers about what you can and can’t do if a customer concern is brought to your attention. Letting customers know your company policies ahead of time can reduce a lot of headaches and hassles down the road.
Creating Enforcement Protocols and Mechanisms
Of course, along with having company policies, you’re also going to need to have enforcement mechanisms in place to ensure compliance. While policy enforcement isn’t exactly an exciting aspect of running a business, it is necessary. Without enforcement of company policies, your business is more likely to run into problems and deliver an inconsistent customer service experience. You may also be found in violation of labor and other laws pertaining to the workplace if your company policies are not properly laid out. Click here for more information about company policy enforcement.
Fair and Consistent Enforcement
When creating your enforcement mechanisms and strategies, always remember that you need to be just as fair and consistent in enforcement as you are in drafting your policies in the first place. If you aren’t willing to enforce policies across the board and apply enforcement to all employees equally, you may find your company facing lawsuits, negative press, and worse.
Involve Your HR Department
You’re also more likely to benefit from involving your HR department in the enforcement of your company’s policies. Your HR department can help you to review existing policies, draft enforcement protocols that comply with labor laws, and administer disciplinary action when needed. Involving your HR department also ensures that key people are kept in the loop regarding changes to policies and enforcement decisions.
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