Hi Murdo,

It’s great that you’ve been able to make all your policies reflective of your culture! Here are a couple of suggestions:

– If you haven’t already create a culture handbook (example here) that highlights the best bits of all your work (Let’s be realistic, no one will look or read the policies unless they need them for a specific reason).

– Share the culture handbook on your internal comms hub and make some noise about anything have you introduced some new perk or changed or done away with some pointless process/policy? You could create a campaign around ‘Did you know that we have introduced/changed….?’

– Try and get a senior leader to mention/comment/ start a new discussion about why they like it – so that it doesn’t feel like a HR initiative.

– Perhaps offer a prize or get a competition going on something that you’ve changed to draw attention to it (we love the IBM example where they asked their people to come up with a name for their new approach to Performance Management).

– For managers have you considered a ‘leaders guide’ so that they know what’s important about the changes and what it means for them – particularly if you’ve streamlined your handbook to have less policy and rules?  An example of one is here .  You might need to highlight before and after so that they can easily see the new changes.

– Supplement the leaders guide with some online clinics that they can dial into to find out more/ask questions facilitated by HR.

Good luck and let us know how it goes!

Disruptive HR Team