Best reason(s) for having policies?

...and since neither of us have really answered the question:

No. I have not had resistance to any policy I've formatted, because by definition, the policy is what the employer intends to happen and that is entirely their choice; so debate is not an issue.

"The company will maintain good discipline" may be against the wishes of some employees, but is not open to debate!

Procedure, on the other hand, should be open for discussion: Since the procedure has to be workable, to a reasonable degree acceptable, and in all cases lawful.

It is also sometimes overlooked, that a reasonable and fair procedure (for any policy) can be a motivating factor for people to use it.

For example, if an absence procedure is draconian and unfair people will resist it, even though some employees are taking armfuls of unreasonable absence!  A fair procedure, however, will be recognised as ensuring that reliable employees are not being forced to cover the short-fall of those taking unauthorised time off, and so is to the advantage of the reliable. From being a management imposition and threat, the procedure becomes a fair and acceptable condition of employment!

P

...and since neither of us have really answered the question:

No. I have not had resistance to any policy I've formatted, because by definition, the policy is what the employer intends to happen and that is entirely their choice; so debate is not an issue.

"The company will maintain good discipline" may be against the wishes of some employees, but is not open to debate!

Procedure, on the other hand, should be open for discussion: Since the procedure has to be workable, to a reasonable degree acceptable, and in all cases lawful.

It is also sometimes overlooked, that a reasonable and fair procedure (for any policy) can be a motivating factor for people to use it.

For example, if an absence procedure is draconian and unfair people will resist it, even though some employees are taking armfuls of unreasonable absence!  A fair procedure, however, will be recognised as ensuring that reliable employees are not being forced to cover the short-fall of those taking unauthorised time off, and so is to the advantage of the reliable. From being a management imposition and threat, the procedure becomes a fair and acceptable condition of employment!

P