Blissbook, if you didn’t know, is built by the amazing folks at RW Code Lab. By keeping our “day jobs”, we make sure Blissbook remains independent. This is very important to us because we always want to make sure Blissbook’s users long-term interests are our first priority.
Sometimes we’ll post about topics on the RW Code Lab blog that we think would be interesting to our Blissbook audience. Today is one of those days.
Change management in the enterprise is hard! We have an interesting take on it (boats and sharks?!), so head on over to the RW Code Lab blog to give it a read.
Since we launched Blissbook, we’ve done a lot of talking with customers about the content that goes into one. We classify this information into three categories: culture, onboarding / general information, and case-specific. Although no Blissbook is the same, they will all contain one or more of these types of information.
Culture
Bubble Hockey ≠ Culture
Defining company culture is hard. Is it chemistry? Fun things people like to do together? How employees or customers are treated? It could be all of those things, but we agree with Rand Fishkin in that company culture can be boiled down to the following:
What you believe in and why your company exists (your mission and guiding principles).
Who you collectively are deep down inside (your core values).
Whether or not you respect these things (how you hire, reward and release people).
These are not shallow questions and they require deep thought. There should also be collaboration with all employees within a company so that everyone is bought in and the culture reflects everyone’s belief of what the company is, not just leadership’s view of it.
We wrote a guest article on Zen Payroll’s blog about the new Employee Handbooks that companies are putting out these days, how they differ from the handbooks of old, and when companies should think about getting either one of them.
Here’s how the article starts…
Traditionally, employee handbooks have been snooze-inducing legal documents crafted or at least reviewed by a lawyer with the goal of protecting an employer from lawsuits and fines. But the definition of an employee handbook is expanding. Recently, companies have begun usingemployeehandbooks in a different way: to define and publish their company culture for employees and recruits alike. These culture handbooks set the tone for interactions throughout a company and paint a picture of what new employees can expect upon joining. So when do handbooks matter to you, and which kind should you have? Depending on your company’s size, you may have one, both, or none.
