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Last updated on Mar 29, 2025
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HR policies are clashing with your values. How do you navigate this dilemma?

How do you approach HR policies that conflict with your values? Share your strategies for navigating these challenges.

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HR Consulting

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Last updated on Mar 29, 2025
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HR policies are clashing with your values. How do you navigate this dilemma?

How do you approach HR policies that conflict with your values? Share your strategies for navigating these challenges.

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27 answers
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    Saritha T P

    Head HR, OD, L& D ,Talent Management| HR Consultant| Talent Management and L&D Specialist| Co-founder|Telecom|Healthcare| start-ups| Social Enterprise| B2C| B2B

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    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 .

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    Neetha Rajan

    Senior HR Professional | Expert in Employee Relations, Workforce Strategy & Leadership Development

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    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.

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    Gloriah Eshiwani

    Human Resource Specialist | Administration Expert | Executive Virtual Assistant | Recruiter| Talent Analyst | Continuous Learner.

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    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.

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    Rajib Banerjee

    Driving Youth Employability Excellence through people management, analytics & optimization processes

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    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.

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    Devendra Sharda

    Inviting Collaborations for Rajasthan ll Expert in Connecting Dots of Business, Technology & HR for Business Growth || Corporate Trainer || Industry Academia Relationship Strategist

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    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.

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    Sonya B.

    Director of Talent Management & Acquisition at Doctors Without Borders/Médecins Sans Frontières - USA

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    As an HR leader, my focus is on ensuring that policies are fair, equitable, and accountable, rather than on my personal preferences. I often compare myself to the yellow line in the middle of the road: one side represents the organization, while the other side represents the employees. This line helps keep both sides moving forward and in compliance. When I encounter a policy that conflicts with my values, I don't ignore it. Instead, I assess its purpose and impact, speak up when necessary, and advocate for a balance between the needs of the organization and the employees. I lead with integrity, understanding that my role is to protect people, uphold principles, and help shape a culture where trust and accountability can thrive.

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    Josh Gagliardo

    Business Experimentation Consultant | Strategy & Analytics | Developing financial insights to advance the missions of businesses and nonprofits through transformative thought leadership

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    I think this depends on the nature of the conflict. If it is something that you disagree with, but is tolerable, it could be worth voicing your concerns with your peers or direct-level leader to bring in additional perspectives before making a decision. If it is a gross ethical concern, such as fraud or company-wide misconduct, then more drastic measures may be necessary. This could include reaching out to HR / senior leadership, and if necessary, considering your other career options.

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    Bill Sanders

    Public Sector Client Executive @ C1 | Partnering with IT leadership

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    I believe in staying true to my core principles and values. If HR policies conflict with them, I address concerns professionally, seeking alignment where possible. However, if a fundamental disconnect remains, I recognize that the most important brand to protect is myself. In such cases, it’s best for both me and the company to part ways, ensuring we each find the right fit. Integrity and authenticity drive long-term success, and I won’t compromise on them.

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    Simina F.
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    When HR policies feel more dystopian than modern, you have two choices: accept them or challenge them. - Clarify the intent – Are they outdated, rigid, or just poorly communicated? - Find allies – You’re not alone; build support. - Propose solutions – HR loves fixes, not just complaints. - Escalate strategically – Show how bad policies hurt engagement, retention, or performance. Policies should serve people, not the other way around. If your values are at odds with the company’s, ask yourself: Is this still the right place for me?

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