by Lesley Mason

Created on: May 04, 2008

Most companies have policies for just about every area of their business. Some of these will have been properly considered, debated, consulted upon, formally agreed and enshrined in a policy statement. Others will simply have evolved as a matter of accepted practice and have become accepted company policy' simply because that's "the way we've always done it".

Irrespective of the type of policy official or informal it will become outdated. The world changes. Attitudes change, the business environment changes, priorities change. At some point company policies will also need to change.

Voicing concern about a company policy should not therefore be seen in a negative light (disagreeing, criticising, running down), but in a positive one (being pro-active, accelerating change, keeping abreast). It all depends upon how you raise your concern.

The first thing to establish is your relationship to the company concerned. Are you a customer, a supplier, or an employee? This will determine who best to first approach with your concerns:
as a customer - however much you want to scream at the Chief Executive - play the game and start with the Customer Services Manager
as a supplier, start with your usual point of contact
as an employee, start with your line manager - you need to get them on-side if possible: going straight to another Departmental Head (HR for example) or even using anonymous "suggestions" schemes might alienate the people best situated to support your cause

Remember these are starting points. If you feel your viewpoints are not being taken seriously you can always move up the chain, or across the board.

NOW YOU KNOW WHO TO TALK TO, HOW DO YOU CHANNEL YOUR OBJECTION?

1. QUERY THE POLICY

Is it actually company policy? Has it been formally adopted or simply evolved? If the former when, who was consulted, when is it due for review? If the latter, is that acceptable, shouldn't a more considered approach be taken?

Be brave, ask the questions...and keep asking them until you get an answer. Don't assume a silence is "something to hide". It could be that you are being taken seriously and the matter is being considered or investigated. Equally, if you feel it is important don't let it drop.

Other questions to be explored include what is the aim of the policy, what is it trying to achieve, do they understand the real impacts, does is comply with current legislation or good practice?

2. CHALLENGE THE POLICY

When you have considered all of the questions, have the answers and still

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