As the new year firmly gets into its stride and businesses seek to gain traction and momentum following the vacation period, the focus from employers at this time of the year usually leans towards planning and aligning employees towards the goals and vision of the organisation. While this is all good and well and most definitely is important, perhaps this is also an opportune time for employers to reaffirm all the unwritten rules, practices and goals of the organisation.
All organisations, regardless of size or structure, have their own unique culture and way of functioning. To this end, many of the practices, rules and policies are codified in some format or another and form the basis for the operations of that organisation. Since each organisation is unique, unwritten rules and practices often exist that are not necessarily written down but are nonetheless part of the fabric of that particular organisation. Generally, employees only become thoroughly familiar or in tune with these unwritten rules or practices after having spent some time with the organisation and have become fully integrated.
One can imagine an environment where everything is strictly to the written word and regulated; as such, it would most likely feel like a highly restricted and controlled space with minimal room for growth and expression. While written and formalistic rules certainly have their place, especially in the form of disciplinary codes, procedures and similar documents. Incorporating unwritten rules and practices into the workplace creates a more holistic working environment that enables a more approachable culture while keeping the workplace professional and within disciplinary parameters.
Some unwritten rules and practices can range from what is expected from an employee regarding their time and time management to how they communicate on the WhatsApp office chat group. Depending on the organisation’s culture, some unwritten rules may carry more weight and be more evident than others.
To this end, while unwritten rules and practices have their advantages, it is important for employers to ensure that new employees are properly integrated into the organisation so that the unwritten rules are communicated and understood, as well as how these unwritten practices fit into the culture of the organisation. It is also advisable for employers, especially as a new year gains traction, to ensure that all employees are still familiar with and aligned with the intention of the unwritten rules. The reason for this is that as time passes, so too may the unwritten rules change with the times. The complete understanding or knowing of the changing rules may then fall behind as a consequence. When there is a poor understanding or appreciation for the unwritten rules and practices, situations can arise that could result in unnecessary friction or conflict that could have been avoided.
Therefore, as the beginning of the new year is being navigated, employers that can recognise the value of unwritten rules and practices and find the balance between these formal and informal practices will be well-positioned to create an environment for a productive and efficient workforce.
Article By Daniel van der Merwe
National Collective Bargaining Coordinator (CEO SA)