1.Map out the risks
Whatever you do, it is important to properly map the risks inherent in your business so that your employees are aware of the best way that they can handle them. There must be absolutely no doubt in your employees mind what they must not do.
Even with the best of intentions an employee can think they are doing what is best for the company whereas they are actually harming the organisation. For example, a salesperson gives a free product because they want to close the deal for their company, or someone might hand their password to a customer in order to speed things up for them.
2.Talk about the risks
Education, the use of examples, exercises and role play are all important tools in talking about the risks. Furthermore, it can also be useful to get employees to make an inventory of all possible hazards. By doing so it makes your employees more aware of the job they are doing and what’s more, they are likely to come up with excellent measures to predict or eliminate the greatest dangers.
3.Fight against patronising your employees
Make sure that as directors, you fight over-enthusiastic regulation; especially in areas where public authorities or supervisory bodies set down over-strict or even patronising demands. Let your employees see that you are fighting and explain that for the time being these rules will have to be obeyed. When employees see that strict rules have not just been set down for their own organisation, they will be less likely to lose their engagement and commitment to the organisation.
4. Make sure that employees are able to address pointless rules
Make it possible for employees to report pointless rules and take their reports seriously. For example, this can be done by setting boundaries such as the board giving a proper response within 24 hours by either removing the pointless rule or explaining why it has to be there in the first place. The drawback with rules, guidelines, procedures and protocols is that that are easily added but not easily removed.
