Did You Know? Sometimes Policies Exist… Because of You

-

 

Did You Know? Sometimes Policies Exist… Because of You

Let’s be honest: workplace policies don’t fall from the sky. They don’t magically appear in handbooks. Most of the time, they’re created because something happened that made leadership (or HR) realize: “Hmm, maybe we need a policy for that.”

In my youth, I proudly sported an eyebrow ring. Nothing too wild or tacky — just a small piece of self-expression. My employer, a government agency, didn’t bat an eye. All was fine… until someone running for council decided they didn’t like it.

Suddenly, an entire policy about visible piercings was written.

Did I feel singled out? Absolutely.
Did I feel it was fair? Not even close.
Was it harassment or discrimination? Nope. It was one person’s opinion that turned into an organizational rule.

I didn’t agree with it, but here’s the key: I understood that policies are often written as a reaction to something. My eyebrow ring just happened to be the trigger.

So, the next time you’re reading through your employee handbook and think, “Wow, why is THIS even in here?” — the answer is probably: because at some point, someone did something that made leadership realize they needed to clarify expectations.

Why Policies Feel Personal (When They’re Not)

When a new policy rolls out, it’s human nature to wonder: “Wait… is this because of me?” Sometimes it is (hello, eyebrow ring story), but most of the time it isn’t.

What’s happening is that leadership or HR has seen a pattern of behavior — maybe not from you, but across the team — and decided to address it with a written standard. Policies are meant to create consistency, not call out individuals. Even when they start because of one situation, they’re designed to apply to everyone equally going forward.

Balancing Individual Expression and Organizational Image

Here’s the tricky part: workplaces want employees to be themselves, but they also have an organizational image to maintain.

Your tattoos, hair color, or piercings may feel like part of your identity. And they are. But your employer is also thinking about clients, customers, community reputation, and brand. That’s not always about “right” or “wrong” — it’s about perception.

The best workplaces strike a balance. They allow individuality where it doesn’t impact business, while setting boundaries where it might. It’s not always perfect, but the intent is usually to protect the company and create fairness.

How to Handle Policies You Don’t Like (Without Burning Bridges)

So what do you do when a policy feels unfair, outdated, or like it’s aimed directly at you? A few strategies:

  • Separate feelings from facts. Recognize the difference between “this feels personal” and “this applies company-wide.”

  • Ask for clarity. If a policy feels vague, seek clarification before assuming the worst.

  • Voice your perspective respectfully. If you disagree, share your view with HR or leadership in a professional way. You might influence change in the future.

  • Choose your battles. Sometimes the easiest path is to comply and move on. Not every policy is worth losing sleep (or a job) over.

  • Know when it crosses the line. If a policy truly is discriminatory or violates your rights, then yes — it’s time to escalate.

Final Thought

Policies may sometimes be annoying. They may feel unnecessary. And once in a while, you might even be the reason one exists. (Sorry about that, eyebrow ring.)

But at their core, policies are meant to create clarity and fairness. The next time a new one pops up, instead of taking it personally, step back and think: “What situation are they trying to prevent or improve?”

Because while the story behind a policy might not always be pretty, the intention is usually to create a smoother, safer, more consistent workplace for everyone.

👉 Have you ever been the reason a policy was created? Share your story — I promise, you’re not alone!

Need Help Navigating Policies at Your Business?

At Purciarele Group, we believe HR should be practical, people-focused, and custom to your business. Whether it’s creating new policies, reviewing existing ones, or helping your team roll them out effectively, we’ve got you covered.

📞 Call/Text: 904-571-6223
📧 Email: amy@purciarelegroup.com
🌐 Visit: www.purciarelegroup.com

Because we love HR… so you don’t have to.




#HRMadeSimple #WorkplacePolicies #SmallBizSupport #WeLoveHRSoYouDontHaveTo #CompanyCulture #EmployeeRelations #PurciareleGroup

Comments

Post a Comment

Popular posts from this blog

HR Red Flags You're Ignoring—Until It's Too Late

-
Image
HR Red Flags You're Ignoring—Until It's Too Late By Purciarele Group – HR Simplified! Some business problems announce themselves with sirens. Others start with a whisper: a missed deadline, a frustrated employee, an awkward silence in a meeting. Too often, leaders dismiss these as “normal growing pains” or “people stuff that will work itself out.” Spoiler alert: it won’t. And by the time you're forced to act, it’s already cost you— in morale, productivity, reputation, or turnover. We've seen it all. These five HR red flags are the quiet killers of great teams. And if you're seeing any of them? It's time to stop ignoring and start addressing. 🚩 1. Your Best Employee Has Gone Quiet They used to take initiative, offer ideas, and mentor others. Now? They’re doing the bare minimum, logging off early, or making passive comments like, “I’m just keeping my head down these days.” What it really means: Disengagement is setting in. They’ve lost trust in lea...
Read more

Unmasking Passive Toxicity Before It Undermines Your Culture

-
Image
The Most Dangerous Person in Your Workplace Might Be ‘Nice’ Unmasking Passive Toxicity Before It Undermines Your Culture When you hear “toxic employee,” you probably picture someone who yells, resists authority, or blatantly pushes boundaries. They’re disruptive, loud, and unmistakable. But there’s another kind of toxicity—one that’s far more dangerous because it hides in plain sight. It’s the employee who smiles in meetings, avoids conflict, and presents as “easygoing” or “supportive.” They’re often described as nice —and on the surface, they probably are. But dig deeper, and you may discover that this same person is quietly derailing your team through passive-aggressive behaviors, manipulation, or strategic avoidance. This is passive toxicity —and it can do just as much damage, if not more, than overt misconduct. What Passive Toxicity Looks Like This kind of behavior doesn’t always leave obvious footprints, but over time, it corrodes trust, collaboration, and performance. You...
Read more

HR & the Spirit of Summer

-
Image
 ☀️ HR & the Spirit of Summer: Bringing a Little Sunshine Back to the Workplace Do you remember what June used to feel like? The countdown to the last day of school. The sound of flip-flops smacking against the pavement. Ice cream trucks blaring their music down suburban streets. Sleepovers. Sprinklers. Fireflies. Long days at the pool followed by even longer nights of freedom. Summer wasn’t just a season—it was a feeling. Then… you grew up. And June became just another month on the calendar—packed with meetings, deadlines, and quarterly goals. Summer break turned into “business as usual,” with the whimsy buried under piles of paperwork, overflowing inboxes, and calendars blocked from 9 to 5. But what if summer didn’t have to vanish? What if we could bring some of that childhood magic back—right into the workplace? As an HR consulting firm that partners with businesses across the country, we hear the same thing over and over again from leaders and employees alike: burnout does...
Read more