Why ‘Weird’ Employee Handbook Rules Exist, According to Suzanne Lucas

In a recent LinkedIn post, Suzanne Lucas explores the often-overlooked necessity behind seemingly peculiar rules found in employee handbooks. Lucas uses a relatable analogy from her experience teaching Sunday School to illustrate her point: specific, sometimes unusual, rules often arise from the need to address particular behaviors or situations.

She began by recounting a question posed to her young Sunday School students: “Do you have any rules in your house?” Lucas shared some of the children’s responses, which were designed to curb specific, child-like behaviors.

“No eating hair”

“No climbing on the table”

“Everyone goes potty before we leave the house”

Lucas points out that these rules, while perhaps amusing or strange to an outsider, were likely established because a specific child exhibited that particular behavior. This observation forms the core of her argument about why such specific rules appear in professional settings.

The Rationale Behind Specific Handbook Rules

Lucas argues that the same principle applies to employee handbooks. While the ideal scenario might be a simple guideline like “do what’s right,” the reality of working with diverse groups of people necessitates more detailed instructions. As Suzanne Lucas notes, “It would be super awesome if our handbooks could just be ‘do what’s right.’ But we work with humans, and humans sometimes need very specific instructions.”

This suggests that every unusual or overly specific rule in an employee handbook likely has a backstory – a past incident or a recurring issue that prompted its inclusion. According to Suzanne Lucas, these rules are not arbitrary but are reactive measures designed to prevent future problems or ensure clarity where ambiguity might otherwise lead to errors or misconduct.

From Toddlers to the Workplace

The parallel drawn between a Sunday School class and a professional workplace highlights a fundamental aspect of human interaction and management. Just as parents or educators must establish clear boundaries and guidelines to manage behavior, so too must organizations. Suzanne Lucas emphasizes that these specific instructions are a product of experience and observation within the group.

She prompts readers to consider their own experiences, asking, “What rule is in your handbook for a very specific reason? Or what rule do you have in your household that is specific to your family?” This invitation for reflection underscores her belief that most employees, or even household members, can likely identify an “odd” rule that exists due to a particular past event or individual.

The Importance of Context in Rule-Making

In conclusion, Suzanne Lucas’s LinkedIn post serves as a reminder that rules, even those that seem peculiar on the surface, often serve a crucial function. According to Lucas, they are born out of necessity, aiming to create a more functional and predictable environment by addressing specific human behaviors. The takeaway is that understanding the context behind a rule can foster greater acceptance and adherence, whether in a classroom, a household, or a business.