That window of opportunity wherein success in business required the formulation of a business plan to be executed has long since shut. In the modern day business environment, a business plan is pretty much just a formality and any business that goes on to succeed has somewhat of a dynamic business plan. The business plan sort of gets created along the way, as you go along, perhaps just for future reference in making key growth, expansion and perhaps even re-structuring decisions, such as compiling workplace policy.
Something like the compilation of an official document which covers workplace policy is an inevitable part of the growth and transformation of a business and there’s an approach to it which trumps all others because of the fact that it’s pretty much based on the natural growth path of the business. This natural growth path would have been documented in the mentioned dynamic business plan that unfolds as the proceedings go ahead. Just remember to stay up-to-date with the documentation of the details which form part of your dynamic business plan, whether you do so in the style of a log-book or any other way you deem effective.
As you channel ahead with day-to-day proceedings, it can become very easy to forget to document the little details which will be even harder to try and remember and catch up on later – little details which can go on to make a huge difference to how the key factors which go on to affect the growth trajectory of your business are perceived.
Identifying operational nodes
So workplace policy, just like the operational policy of your core business, tends to evolve around specific incidents and their causes. For instance, as far as it goes with core business policy, you might formulate the facilitation of a specific time during which specific elements of the business are to be worked on, this of course on account of that being identified as the best time. As far as employee policy goes, things like safety procedures and workplace conduct also form around incidents and causes.
The best approach to formulating solid business workplace policy in light of this is not to focus on the incidents or the causes. This is how incoherently big policy manuals become as big and incoherent as they notoriously are. Policy makers simply add new regulations around incidents and the identified causes, which is ineffective.
What you should rather do is identify the so-called node events or causes. For instance, just to make a very simplistic example to merely drive the point home, instead of adding to a growing list of rules around something like sexual harassment in the workplace, the best employment attorney Newark NJ has on offer could be consulted to help come up with a primary set of rules around possible sexual harassment cases to effectively curb all subsequent possible iterations of secondary cases.
This effectively assumes the profile of what can be referred to as cutting off the node so that no branches germinate down the line.