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decisions based on emotion alone

By Andrew Lawson | 3 Minutes Read August 9, 2011

Think proactively about workplace policies and practices even if it’s not the law (yet)

In these articles that I write for First Reference Talks readers and in the training programs I design for my clients I usually focus on two important topics:

  • Legal obligations of employers (especially new laws)
  • Best practices in employee management (usually based on legal obligations)

This article is about all that but also provides the opportunity for you to think proactively about

  • Adopting policies even if it’s not the law (yet)
  • adopting best practices for the benefit of your customers and other stakeholders (because that can affect your bottom line)
  • Avoiding decisions that are based solely on an emotional response

Business people responsible for people management must make business decisions based on several criteria:

  • Practices that make sense for your particular business
  • Policies required by law
  • Motivational techniques that your workers and stakeholders respond to
  • Public relations concerns
  • Gut instincts
  • Emotions
  • Common sense

It’s the last two on the above … Continue reading “Think proactively about workplace policies and practices even if it’s not the law (yet)”

Article by Andrew Lawson / Human Rights / Best practices in employee management, decisions based on emotion alone, employment law, gender expression, gender identity, lack of common sense, Legal obligations of employers, people management, workplace policies and practices

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