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.
As the emphasis on inclusive workplaces grows, it’s no surprise that lactation accommodation laws are a part of this equation. Lactation accommodations have been federally required since 2010 when the Affordable Care Act amended the Fair Labor Standards Act (FLSA) to provide protection for employees who need to express breast milk.
In recent years, more states and locations have developed their own specific laws, so it’s important you provide nursing employees everything they need to know about lactation accommodations in the workplace.
As an employer, one of your handbook’s most important policies is the one that prohibits harassment, discrimination, and retaliation. Employees rely on you to create a work environment where everyone feels safe and respected. Failure to do so will lead to a long list of imminent difficulties. So, are you ready to make your employees feel valued or what?
Employees expect to see a policy against harassment, discrimination, and retaliation in your company handbook. In fact, aside from policies about taking time off work, your anti-harassment policy is likely one of the most frequently reviewed. It deserves your time and attention, just like your employees deserve to work in an environment where they can thrive.
And, as with all handbook policies, be sure to explain why the policy has been developed. It’s much more than a means to prevent legal woes — it speaks to your company and its culture, too.
Most employers are required to have an Equal Employment Opportunity (EEO) policy. And, even if it’s not mandated for your company, it’s strongly recommended. An EEO policy illustrates that your organization is committed to creating an equitable workforce. Though job seekers and employees expect your company to have an EEO policy, you can use this policy to make a powerful statement about the organization and its culture.
We always emphasize the inclusion of the why that supports the policy, and this is truly an opportunity to help your organization shine
Though it’s been a rough two years for everyone, HR professionals have experienced unprecedented levels of stress. In addition to the complexities of managing workplace virus protocols, HR professionals are feeling the brunt of employee turnover as the Great Resignation continues. COVID-19’s initial disruption caused widespread job losses as companies tried to stay afloat. Then, as the virus perpetuated, employees suffered from burnout, leading to voluntary resignations in record numbers.
In November of 2021, the U.S. saw its highest quit rate since the Bureau of Labor Statistics began tracking the data in December 2000. After peaking in November, the quit rate remains significantly elevated. January 2022 brought an additional 4.25 million resignations, compared to January 2021’s 3.31 million. Yikes.
Before we go any further, let’s take a look at the sources of our information. To develop this article, we looked at two surveys conducted last year. It’s important to note that this research was conducted prior to the introduction of the Omicron variant, which complicated things further.
SHRM’s 2021 Surviving the Great Resignation survey, which included responses from 200 executives, 1,150 employees, and more than 2,200 HR professionals from mid to late summer 2021
