Personal Accountability
Managers are accountable on several fronts for their performance in the workplace: their bosses, their employees, the company, and the various laws and regulations that apply. In some situations such accountability can take a very personal turn, such as when someone names you as party to a legal action or your conduct violates the law. Regulations hold companies accountable for compliance; companies similarly hold their managers accountable. Your company certainly expects your actions to remain within its policies; step outside the boundaries, and you could find yourself standing in the unemployment line.
Consistency and realistic latitude should coexist in company policies. There are times when following the rules to the letter is counterproductive. Granting exceptions demonstrates an understanding that individuals sometimes have differing needs. Establish a process for considering exceptions that looks at the specific circumstances, the benefits for the employee, and the benefits for the company. If you decide to deviate from policy, explain your reasons for making the decision and emphasize that this is an exception, not a new way of interpreting the policy.
As a manager, you have your own accountability to consider as well as the accountability of the employees that report to you. It is part of your role to make sure everyone understands the laws, regulations, policies, and practices that apply to them and the conduct of their jobs. You may have formal responsibility for arranging or conducting in-service training and other educational processes to familiarize the employees who report to you with relevant health and safety regulations and practices. When you encounter questionable practices or circumstances, question them. This encourages employees to do the same. And when employees bring concerns to you, take prompt action to investigate them.
