What Impactful Policies Have You Initiated in Your Organization?
We reached out to a panel of CEOs and COOs to share the impacts of policy changes they've championed. From introducing an all-women marketing department to implementing supportive leave policies, here are seven ways top executive leaders have transformed their organizations.
- All-Women Team Creates Next Generation of Leaders
- Mandatory Solution Ideas Foster Team Investment
- Remote-Work Policy Refocuses Resources
- 100% Digital Model Expands Reach
- Hiring Policy Minimizes Bias
- Flexible Remote-Work Policy Widens Talent Pool
- Supportive Health and Leave Policy Empowers Women
All-Women Team Creates Next Generation of Leaders
I am a proud changemaker. One of the policies I initiated was campaigning for an all-female marketing department with a leading multinational in Saudi Arabia. It was a great experience, the first empowerment of its kind in the kingdom, and produced a generation of great women leaders.
Mandatory Solution Ideas Foster Team Investment
When I ran a nonprofit organization, my team would come to me with problems that arose (all the time—that's what management is!). I instituted a policy where if anyone came to me with an issue that had to be resolved, they had to have at least one idea for a solution. Pushing the job of 'solving problems' down to my team really helped in a number of ways. First, it empowered them to think strategically on their own. Second, it meant I could help them decide what solution was best, so we had more of a management partnership. Finally, it relieved me of having to think of solutions all the time, especially when my team was best equipped to do it for their particular areas. After we did this for a while, everyone was happier and felt more responsible for their work. It was a win-win situation.
Remote-Work Policy Refocuses Resources
As an executive leader, I have had the opportunity to initiate several policy changes that have greatly impacted my organization. One such example was when we implemented a remote-work policy in response to the COVID-19 pandemic.
Before this policy change, our company had a primarily in-office work culture where employees were expected to be physically present at their desks during regular office hours. However, with the outbreak of COVID-19, it became necessary to shift to a remote work setup in order to ensure the safety and well-being of our employees.
The decision to implement a remote-work policy was not an easy one. There were concerns about productivity, communication, and maintaining team cohesion while working from home. However, I strongly believed that this change would be beneficial for both the organization and its employees in the long run.
The impact of this policy change was significant on multiple levels. Firstly, it allowed our employees to continue working without any interruption, ensuring business continuity during a challenging time. This helped maintain the stability of our organization and provided a sense of security for our employees.
Furthermore, the remote-work policy also resulted in cost savings for the company as we no longer had to maintain a physical office space or provide resources such as office supplies and utilities. This allowed us to redirect those resources towards other areas of the organization, such as employee training and development.
100% Digital Model Expands Reach
As the co-founder and owner of Grow With Meerkat, a digital marketing agency, one of the most impactful policy changes we initiated was moving to a 100% digital model and eliminating in-person client meetings. This was a difficult decision, but it has had significant positive effects on our business.
By going fully digital, we were able to expand our reach beyond our immediate geographic area. No longer constrained by the need for face-to-face meetings, we could work with clients anywhere in the world. This opened up a much larger potential customer base for us.
The change also greatly improved efficiency and flexibility. Without the time and resources required for in-person meetings, my co-founder Alex and I were able to focus more on delivering great work for our clients. And with a global remote team, we had the ability to collaborate across time zones and accomplish more in a cost-effective way.
We knew the transition could be challenging, as some clients really value in-person interaction. Losing that personal touch was a risk to existing and potential new business. But with Alex in another city and our operations already fully remote, becoming 100% digital ultimately made the most sense for our company.
While not without downsides, this policy change enabled Grow With Meerkat to scale our impact, improve our operations, and set ourselves up for future success. It was a key milestone in our evolution as a business.
Hiring Policy Minimizes Bias
I introduced a hiring policy requiring applicants to omit their name, location, and any demographic identifiers from their CVs. This approach aims to minimize bias during the hiring process, allowing us to focus solely on candidates' qualifications, experiences, and aspirations.
Flexible Remote-Work Policy Widens Talent Pool
One policy change that stands out is our implementation of a flexible remote-work policy. We recognized that in today's fast-paced world, offering flexibility in where and when our team members work can greatly enhance productivity and job satisfaction. So, we revamped our policies to allow employees to work remotely when needed, whether it's to accommodate personal commitments or to simply change up their work environment.
This change had a significant impact on our organization in several ways. Firstly, it boosted morale and engagement among our team members, as they appreciated the trust and autonomy given to them. Secondly, it allowed us to tap into a wider talent pool, as we could now hire skilled individuals who couldn't commit to traditional office hours due to various reasons like location constraints or family obligations. Lastly, it improved our overall efficiency and performance, as team members were able to work in environments where they felt most comfortable and productive. Overall, this policy change not only benefited our employees but also contributed to the growth and success of Venture Smarter.
Supportive Health and Leave Policy Empowers Women
We have implemented a policy that allows female employees to work from home for three days during their menstrual cycle. This initiative is aimed at supporting women's empowerment. Additionally, we offer six months of maternity leave and an additional six months of work-from-home to help new mothers balance work, health, and childcare. We also provide 15 days of paternity leave, 24 paid days off per year, as well as national holidays. Our employees are entitled to EPFs and medical health insurance.
