In business, the only constant is change. Yet many workplace policies remain frozen in time, created for problems that no longer exist. "Rules are rules," we say. But are they still serving us?
Policies matter—but so does timing. As circumstances evolve, so should our approach. There are absolutely times when we need to bend or change them as time passes. Addressing outdated rules is important because there are times when our lives, personal and professional, evolve or change. That’s when we should look at things with a different lens or a different light.
Wouter Durville, CEO and co-founder of TestGorilla, said that the most underrated skill in Human Resources is knowing when to bend the rules. I love that because Human Resources is just that: human. We’re talking about people.
When the rules are too rigid, they can create this weird tension. Managers might think it’s easier to have a strict line, but really, it just limits their ability to use their judgment. And it can make employees feel like they’re just part of a system—not individuals with real stories and challenges.
Let’s be honest—most rules are created because someone once messed up. But they rarely get updated, even when the reasons behind them no longer apply. That’s a problem.
Leaders have a responsibility to step back and look at the bigger picture. Be flexible. Be human.
For example, if an employee consistently has a hard time meeting an expectation, like clocking in on time, instead of immediately reprimanding the person, take time to find out why. Think about how you would want to be treated in this situation. And no, I’m not saying we shouldn’t have hard conversations. We should. But those tough talks should come from a place of empathy.
I love how Kit Campoy summed it up: “Leading people is a delicate balance. It takes trust and honesty, and forgiveness. It's about meeting people where they are and showing them how great they are… Bend the rules here and there so that your people don't break.”
If people are scared of making mistakes, they’re never going to take risks or grow. Bending the rules does not mean breaking them. Great leadership isn’t about rigid enforcement—it’s about making space for people to thrive. When we lead with flexibility and empathy, we build trust. And when we build trust, everything else—performance, morale, innovation—follows.
So, maybe it’s time to dust off some of those old policies and ask, “Is this still serving us—or is it just habit?”