Policies follow the fundamentals of an organization and not the other way round. In the natural flow of conducting business and running an organization, values are well thought through and are there for a reason. So it is a question of not having a process for policy review that is causing this lack of alignment. Hence, it is not a difficult problem to solve. In the extremely rare event of a real clash, it is necessary to go back to the drawing board to figure out the root cause and deal with that .

I start by understanding the policy’s intent, then ask bold but respectful questions—is it serving people, or just preserving process? I gather perspectives, surfacing the human impact behind the rule. If misalignment persists, I use data-backed advocacy to propose people-centered revisions. My goal isn’t rebellion—it’s reform. Because as an HR professional, I don’t just enforce culture—I help shape it.

If it is created by Professionals, it must be well thought of and must be more or less similar to best practices. As an individual, we should not bring our priorities in between. However, if it is a small company and policies are not standard policies, we should reframe it so that it matches with standard policy when company grows. In any case, personal priorities or values should not be brought in between while implementing any HR Policies which is designed to take care of very wider scope.

It's tough when work rules don't match what you believe. First, I'd try to understand why the policy exists. Is there a hidden reason? Then, I'd talk to HR or my manager, calmly explaining my concerns and suggesting alternatives. If that doesn't work, I'd consider if the job is still a good fit. Today, many workplaces expect constant availability, even outside work hours. This clashes with work-life balance. Some employees feel pressured to respond to emails and messages late at night, blurring the lines between personal time and professional obligations.

One of the biggest concerns should be to track hours and attendance by HR systems for employees. Why do we pay salaries? Is to ensure presence or performance? Do we get any tangible benefits from employees staying back in work and not getting results? I am not against tacking employees time, but advocating more on productivity and organisation objectives fulfilment.