Workplace success often boils down to clear communication, and your employee handbook plays a major role in getting everyone on the same page. Fostering a harmonious and productive work environment requires more than just a competent team. It demands a clear understanding of your company culture, policies and procedures, and expectations.
In this article, we’ll unravel the complexities of creating an effective employee handbook, breaking the process down into simple steps. So, whether you’re refining an existing handbook or starting from scratch, our practical tips will help you create a successful handbook.
An employee handbook should do more than gather dust on a shelf. So, what does it take to create an effective employee handbook that strikes the balance between workplace policies and the nuances of your company culture?
In this article, we’ll walk you through seven guidelines to keep in mind as you craft or refine your employee handbook. We’ll even provide actionable tips and share best practices to inspire you along the way.
By the end of this read, you’ll be well equipped to create an employee handbook that protects your company while building a productive and inclusive work environment.
An employee handbook serves many purposes — it’s a tour guide, a rule referee, and a cultural compass all in one. When done correctly, an employee handbook is a living, breathing document that cultivates understanding, facilitates communication, and creates a shared sense of purpose among your diverse team.
But that’s just the beginning.
Let’s explore the benefits of employee handbooks and the ways they supercharge engagement, communicate policies and procedures, and set your organization up for success.
Yeah, yeah, yeah. We know the main purpose of your employee handbook is to lay down the law — er, politely convey your company policies and procedures so everyone can work happily ever after. However, at Blissbook we believe your handbook can and should be so much more.
By approaching your handbook with company culture in mind, you can communicate much more than typical how-not-to-get-in-trouble content. In addition to demonstrating your company’s values and guidelines in your everyday actions, your employee handbook is a great place to showcase what matters to your company and why.
When creating your employee handbook, we know your top priority is to communicate your organization’s policies and procedures. Nobody’s trying to swindle you or lead you to believe otherwise. That said, some handbooks make employees feel like another number (read: a number that can be fired for many reasons). Other handbooks inspire employees to feel like part of a team that happens to have rules to enable everyone to work together successfully.
We prefer the latter.
Here are three ideas to make your employee handbook less of a snoozefest.
It’s common to think of an employee handbook as a guide of dos and don’ts — but it can be so much more.
Your employee handbook can be your most valuable tool in making a good first impression of your organization in its entirety. What better time to induce the feels than when new employees come on board?
Though it may sound complicated, it’s actually quite simple.
Tell them why — why you exist, and why they should care.
If your employees understand why you do what you do, they’re more likely to want to be part of it. And that means they’re also more inclined to adhere to your policies and procedures.
By using your employee handbook to highlight your organization’s mission and vision, you can make Day 1 more impactful than ever.
So you need to come up with rules for the workplace. Or maybe you’re updating your existing policies and you’re trying to make those final decisions about the perfect wording. Or maybe you’re trying to nail down your list of company values or virtues.
A background in ethics, morality, and the philosophies that aim to guide how we as humans should behave can give you a baseline to work from (in addition to, you know, what your laws say). It can also provide frameworks you can use to make decisions. Don’t know which way to go with the wording of a policy? Stress test it against this background and the right answer becomes evident.
But who has the time for a “background in ethics, morality, and the philosophies that aim to guide how we as humans should behave”? Not you! Well, you’re in luck. I recently read How to Be Perfect: The Correct Answer to Every Moral Question by Michael Schur and I’ve turned what I learned into a cheat sheet, just for you.
Since the U.S. Supreme Court decision to overturn Roe v. Wade on June 24, 2022, the media has had plenty to talk about. States have quickly worked to pass laws, and organizers have been busy with demonstrations. Let’s not forget all of the in-depth analysis of the decision’s impact on upcoming elections. And, as expected, companies are issuing statements about how they’ll support employees in light of this long-standing change for women’s reproductive rights.
As the nation processes the implications of the decision, there’s a lot for HR professionals to navigate. In the simplest terms, we’ll tell you this: it’s complicated. Thankfully, we had a helpful discussion with attorney Amanda Farahany, a Managing Partner at Barrett & Farahany, who provided insight on some key workplace issues to consider.
The words “code of conduct” may make you think you’re already in trouble. However, a company’s code of conduct is ultimately just a policy that details responsibilities, social norms, and other rules employees should follow in their interactions with others and toward the organization as a whole. Simply put, it lets employees know what you expect from them, which should help create a more harmonious workplace.
A code of conduct is not only beneficial in terms of managing employee behavior, but it can also help establish your company’s culture and core values. Let’s get to it.
More than 60 million adults in the United States have a disability. That’s one in four, according to the CDC. This means that, in all likelihood, some of your employees are affected by disability. By empowering conversation around disability and reasonable accommodations, your company can create an inclusive and accessible workplace where every employee thrives.
Plus, let’s be real. Your employees probably know that this policy is required, so it’s important to put your own spin on it. How can you create a policy that covers the must-haves while providing insight into your company culture? We’ve got some ideas.
