If you strongly disagree with a company policy, what is the most appropriate action to take?

Introduction / Context:
Every organisation has policies to guide behaviour and protect legal and business interests. Employees may sometimes disagree with a policy or feel that it creates difficulties in daily work. Interviewers ask this question to understand how you respond to such situations. They want to see that you respect rules while still using professional ways to suggest improvements or raise concerns.

Given Data / Assumptions:

• You are an employee who has signed up to follow company rules.
• You discover a policy that you believe is unfair, impractical, or harmful.
• The organisation provides channels for feedback, such as supervisors or formal review processes.
• Your behaviour must protect customer trust and company reputation.

Concept / Approach:
The correct balance is to follow current policy while using internal mechanisms to express your disagreement and propose changes. You can raise the issue with your manager, ask for clarification about the reasons behind the policy, and suggest alternatives. By doing this, you show respect for the organisation and avoid undermining authority in front of customers or colleagues. At the same time, you demonstrate initiative by contributing to continuous improvement. Open refusal to follow policy, especially in front of customers or in public spaces like social media, is considered unprofessional and can lead to disciplinary action.

Step-by-Step Solution:
Step 1: Make sure that you fully understand the policy and its purpose by reading the documentation or asking for clarification from your supervisor.Step 2: If you still disagree, prepare specific examples of why the policy may cause problems or does not meet customer needs.Step 3: Request a meeting with your manager or use the formal suggestion system to present your concerns calmly and respectfully.Step 4: Follow the existing policy while the company reviews your feedback, unless the policy clearly violates law or ethics, in which case you should use higher level reporting mechanisms.Step 5: Accept the final decision and continue to perform your job professionally, or if the conflict is very serious and cannot be resolved, consider whether the organisation is the right fit for you.

Verification / Alternative check:
Human resources guidelines emphasise that policy changes must come through proper processes and that employees are expected to comply with current rules. Many companies also have whistle blowing or escalation procedures for serious concerns. Training programs advise staff not to criticise policies in front of customers or on public platforms, as this can damage trust and may breach confidentiality rules. Option A follows these principles by combining compliance with responsible feedback.

Why Other Options Are Wrong:
Option B encourages open refusal to follow policy and to influence others to do the same, which can result in disciplinary action and chaos in operations. Option C suggests complaining to customers, which undermines the brand and confuses customers about what the company stands for. Option D involves posting negative comments on social media while at work, which is highly unprofessional and may violate company confidentiality and social media policies.

Common Pitfalls:
Some employees vent their frustrations on social media or in customer conversations, forgetting that they represent the company. Others keep silent and become disengaged instead of giving constructive feedback. A strong answer shows that you remain loyal to the organisation while still thinking critically and using proper channels to help improve policies.

Final Answer:
The most appropriate action is to follow the policy while raising your concerns through the correct internal channels, such as speaking to your manager or using a formal feedback or review process.