Let's Put the Fun Back Into Policy Reviews
When I was first offered the role of Senior Policy Advisor in HR, I'll be honest, I was less than enthused. I assumed it would be one of the most boring roles of my career. Surprisingly, I was quite wrong. In fact, it was one of the most enjoyable roles of my career. Here's why.
This is Part 4 in the Policies Series. Start with Part 1: From Shelf to Strategy if you're just joining us.
Policy reviews don't have to be dry and boring. There are many ways to make the process engaging, energizing, and even fun. Think of it as a policy party! Yes, a social event!
Getting colleagues together is the first ingredient. Like most parties, they're most effective in person, but one lesson from COVID was that virtual events can also be fun with some creativity and planning. Whether in person or online, the most effective policy reviews are collaborative, insightful, and full of visible wins.
Think about it: you get to learn new things, add clarity and practicality to something that truly matters, and help shape a final product you had a hand in creating. And because policies directly affect people, pairing reviews with connection, conversation, and fun makes perfect sense.
Add a few treats, sprinkle in some icebreakers, and suddenly the whole process feels energizing instead of overwhelming.
Fun, Quick, Low-Pressure Icebreakers For Your Policy Review
Icebreakers are designed to break the tension, get people talking, spark insight, and make the session feel light, human, and collaborative. Try one or two of the following: 2 to 5 minutes each:
“ Who Wrote This?” Guessing Game
Pick a sentence from the policy and ask: "If this sentence had a personality, what would it be?"
Options: the lawyer, the robot, the bureaucrat, the overly polite Canadian, the dramatic narrator.
Result: Laughter and immediate insights about tone and clarity.
"What's Working Well?"
Before diving into gaps or edits, ask: "What part of this policy actually helps you in your job?"
Result: Shifts focus from fixing problems to recognizing what's valuable — setting a positive, solutions-focused tone for the session.
"One Wish"
Ask each person to share one wish about policies in general. Common answers: shorter, clearer, fewer duplicates, better navigation, more examples.
Result: These wishes become the design principles for your review.
"If This Policy Were an Emotion…"
Ask: "If this policy were an emotion, what would it be?" People might say the policy feels rigid, outdated, helpful, vague, or wise.
Result: Reveals how people experience the policy and highlights where revisions are needed.
Final Thoughts
Policy reviews should be people-focused, practical, and relevant. If they aren't, the process has missed its mark.
What could make your next policy review more engaging and impactful? If your organization is looking for support in designing a process that brings clarity, confidence, and alignment to your HR policies, I'd love to help. This is exactly the work I love doing.
Ready to bring some energy to your next policy review? Let's talk.
