Roots of Undesirable Behaviour: Prioritizing Culture Over Weaponized Policy

May 8, 2024

When we consider organizational governance and HR strategy, it's common to encounter the temptation to employ what's termed 'weaponized policy' to manage undesirable behaviour. In this article, we'll dive into the concept of weaponized policy, exploring its nature, its harmful effects, and alternative approaches for organizational leaders to prioritize culture over the use of such policies in addressing the underlying causes of undesirable employee behaviour.

What is Weaponized Policy?

Weaponized policy in the workplace refers to the intentional use or manipulation of organizational rules, regulations, or policies with the aim of achieving specific objectives that cause harm. It involves deploying policies as a strategic tool to control or influence outcomes, often resulting in unintended and negative consequences for the employees or the work environment. This term implies a deliberate and strategic misuse of policies for purposes other than their intended function.

While listening to one of my favourite organizational culture podcasts - "Diagnosing the Workplace" - hosts Coby and James describe a frightening scenario where an employer desperate to curb the extended breaks of his employees installed uncomfortable toilet seats in office washrooms. While such measures may seem like a quick fix, the consequences can cause more harm than good.

Another more common instance of weaponized policy in office settings arises from a breakdown in trust between leadership and employees. When faced with concerns about productivity, organizations may resort to monitoring everyone because of the actions of a select few. For those working remotely, this might involve the installation of surveillance software and requirements for constant check-ins with their manager. Rather than addressing the unproductive behaviour of a small minority, the implementation of broad, intrusive policies affects the entire workforce. This approach stems from a lack of trust and can have unintended negative consequences for the overall employee experience. In their podcast, Coby and James describe policies created this way as "weapons of control," causing significant harm to every aspect of a business, from culture to profitability. Coby continue to say "If there are five reasons employees quit, one of them is probably compensation, but the other four are related to culture. So, it’s crucial to understand that when diagnosing workplace issues, we must recognize the need to stop using policies as weapons of control. Instead, we should address the symptoms of a much larger problem within the workplace culture."

"If there are five reasons employees quit, one of them is probably compensation, but the other four are related to culture. So, it’s crucial to understand that when diagnosing workplace issues, we must recognize the need to stop using policies as weapons of control. Instead, we should address the symptoms of a much larger problem within the workplace culture." - Coby Milne, Diagnosing the Workplace

The Flawed Logic of Weaponized Policies

Implementing punitive measures, such as uncomfortable toilet seats and monitoring software on employee laptops, not only fails to address the underlying issues but can also foster resentment among employees. It's a classic case of treating the symptom, not the ailment. Instead of attempting to control behavior through discomfort, organizations should dig deeper into the reasons why employees are engaging in undesirable behavior and address the issue.

How To Get To The Root Cause

Organizations should employ robust root cause analyses to identify the underlying factors contributing to undesirable behaviour, addressing issues on an individual case-by-case basis, allowing for targeted and effective solutions. Establishing open lines of communication encourages employees to express concerns. Being intentional and vocal about the desire to better understand how to best support employees and backing that up with action will foster a culture of transparency, trust, and employee well-being. This approach not only demonstrates a commitment to employees but also paves the way for constructive dialogue, continuous improvement, and an overall more resilient and engaged workforce.

When workplace culture is rooted in empathy, organizations can cultivate a positive environment that addresses not only employees' needs but also contributes to long-term organizational success. This is achieved by creating a supportive environment, offering mental health resources, and ensuring that policies align with a commitment to employee satisfaction.

The key to effectively managing employee behaviour lies in understanding and addressing the root cause of undesirable behaviour rather than resorting to weaponized policies. By fostering a workplace culture rooted in empathy, organizations can cultivate a positive environment that not only addresses employee needs but also contributes to long-term organizational success.

Inspired by the insights shared on one of my favourite podcasts, "Diagnosing the Workplace," hosted by Canadian Organizational Culture experts W. Coby Milne  and James Schofield . If you have not already, I encourage you to give their podcast a listen as they discuss relevant issues affecting organizations today. You can access their podcast here: https://academy.roman3.ca/knowledge-suite/podcast-archive-s2/why-do-companies-default-to-using-policies-as-weapons/

About the Author

Yasmeen Boahene is the Founder and Principal Consultant of Transition HR Consulting. With extensive experience in HR and Organizational Change Management, Yasmeen specializes in mergers and acquisitions, helping organizations navigate complex transformations by aligning people strategies with business objectives.

Her approach focuses on fostering collaboration, building strong networks, and delivering tailored solutions that drive sustainable success for her clients.