For instance, if your handbook outlines acceptable use of company technology, shouldn’t IT be involved? They can help you choose the right digital handbook<\/a> vendor and ensure compliance with certifications like SOC 2. <\/p>\n\n\n\n Similarly, if your company is part of a larger corporate structure\u2014or operates globally\u2014it makes sense to include HR representatives from each entity and\/or location. This ensures that your handbook is applicable across various divisions or countries, not just your company headquarters.<\/p>\n\n\n\n Before you begin, you should understand why you’re putting a handbook together<\/a> in the first place. What are your core objectives? Maybe you’re aiming to update policies to reflect new laws, or perhaps you’re revamping sections like parental leave or remote work to align with broader business goals. <\/p>\n\n\n\n Some companies see the handbook as a great opportunity to showcase their brand and culture<\/strong><\/a>, especially during the onboarding process. Or maybe you’re just tired of the stuffy, snooze-inducing version that’s currently in circulation and want something more engaging.<\/p>\n\n\n\n We’ve put together a Policies & Procedures Workbook to help you keep everything in order as you update your handbook. Grab your copy here<\/a>!<\/p>\n\n\n\n Once your goals are laid out, you can start sketching out what actually goes into your handbook<\/a>. A typical employee handbook includes:<\/p>\n\n\n\n After you\u2019ve determined your basic table of contents<\/a>, consider which stakeholders could offer valuable input to each section. For example, your legal team will be heavily involved in disclaimers<\/a> and employment policies<\/a>, while HR can give insights into benefits and time off.<\/p>\n\n\n\n As you’re charting out your project, think ahead to potential stumbling blocks. It\u2019s important to consider the big picture so you can set your project up for success.<\/p>\n\n\n\n For example, if your ultimate goal is to ensure your handbook complies with legal updates, you might want to involve your legal team very early in the planning process. If you hope to move your employee handbook online<\/strong><\/a>, identifying your budget is key. <\/p>\n\n\n\n Start by breaking down your larger handbook goal into smaller, achievable milestones. For instance, set dates for when the initial draft should be done, when departmental feedback is due, and when the final draft should be approved.<\/p>\n\n\n\n It\u2019s best to work backward from your end date and assign reasonable timeframes for each phase of the project. Remember to include some buffer time for unforeseen delays, whether it’s waiting for leadership approval or making last-minute changes.<\/p>\n\n\n\n Share these timelines with everyone involved. It helps keep the project on track and allows for adjustments when needed. And remember, quality is as important as timeliness, so if an unexpected but important issue arises, be prepared to revisit and adjust your timeline.<\/p>\n\n\n\n By setting realistic timelines and milestones<\/a>, you give your employee handbook project the structure it needs to progress from a nebulous idea to a finished product.<\/p>\n\n\n\n When developing your handbook process, it\u2019s also wise to think ahead. It\u2019s easy to plan for recurring things like annual benefits enrollment, but it\u2019s more difficult to plan for changes in employment law. Once your handbook is ready to be unveiled, how will you distribute it to everyone\u2014and more importantly, how will you ensure they actually read and acknowledge it<\/a>?<\/p>\n\n\n\n There are a lot of moving pieces, so proactivity during the planning process\u00a0 can save you trouble down the line. By carefully thinking ahead and identifying how you\u2019ll handle future updates, you can put a place in place to ensure your handbook is an up-to-date, valuable resource.<\/p>\n\n\n\n Once you\u2019ve thought through the big-picture elements of your handbook, you\u2019ll want to start putting together your handbook team. Identify the key stakeholders and subject matter experts who’ll contribute to your employee handbook. These are the people whose insights and approvals you’ll need to progress from a rough draft to a final, distributable version.<\/p>\n\n\n\n While it\u2019s nice to seek input from people across the organization, it’s often more productive to start with a small core team. This group can take on the initial heavy lifting, from scoping out the project to drafting preliminary sections. Assign clear roles and responsibilities within this team so everyone knows what they\u2019re accountable for.<\/p>\n\n\n\n It\u2019s best to loop others in as needed, rather than assembling a large team from the get-go. Starting a project can be the hardest part, so it\u2019s best to develop the basic plan with a small group of dedicated individuals. <\/p>\n\n\n\n Knowing when to bring people into the project can be just as important as knowing who to bring in. Sure, you need to inform executive leadership early on, particularly when there are significant policy changes or when you need budget approval for external services. But timing your collaborations wisely allows each contributor to offer their best input when it’s most needed.<\/p>\n\n\n\n The legal side of things can seem intimidating, but involving legal professionals sooner rather than later could save you trouble down the line. If you\u2019re using a previous handbook as a starting place, your legal team can help early on by flagging any problem areas that need extra attention.<\/p>\n\n\n\n Likewise, if you\u2019ve got employees in multiple states<\/a>, the legal team can identify policies that should be added based on local laws and employee thresholds. <\/p>\n\n\n\n An initial conversation with legal counsel can aid in the planning process, even if most of their involvement will happen at the later stages of the project.<\/p>\n\n\n\n Your handbook should be legally sound, but it should also be engaging enough to read. To create a handbook that really resonates, consider consulting your marketing or communications team during the planning phase\u2014particularly when it comes to copywriting. <\/p>\n\n\n\n They can help translate legalese into a language everyone understands. They can also ensure you maintain a consistent brand voice and visual style, making the handbook a genuine extension of your company culture.<\/p>\n\n\n\n Sometimes you just don’t have the in-house talent to craft or design the handbook you envision<\/a>, and that’s more common than you\u2019d think. There are external agencies and freelancers who specialize in employee handbooks. Some policy management platforms, like Blissbook<\/a>, even offer this as a service.<\/p>\n\n\n\n Another way to add a layer of authenticity to your handbook is by including a message from your CEO<\/a>. It doesn\u2019t always have to be a written letter; it could even be a video<\/a> message. This personal touch can personalize your handbook<\/a> and make employees feel valued right from the start.<\/p>\n\n\n\n Creating a standout employee handbook isn’t a solo mission\u2014it’s a group effort. When done right, the collaborative process results in a document that keeps things running smoothly while communicating the values and needs of your entire organization.<\/p>\n\n\n\n When starting to gather data, you should review your existing policies and procedures<\/a>. Dig out that old employee handbook and take a critical look. Does it reflect current legal standards? Are the policies in line with your organizational goals and culture? This evaluation will help you identify what needs to be updated, omitted, or added.<\/p>\n\n\n\n It\u2019s not enough to only look inward; you also have to look outward to understand what\u2019s happening in the industry. This isn’t about playing copycat, but it\u2019s about gaining insight into what’s current and effective. Staying on top of the latest trends and best practices keeps your company competitive. Plus, it provides solid ground when you propose significant policy changes\u2014because being “behind the times” is a label most companies hope to avoid.<\/p>\n\n\n\n Don\u2019t underestimate the value of collaborating with people in your own organization. Whether you conduct one-on-one interviews or broader surveys, it\u2019s good to gather perspectives from employees and managers. Engage with various teams like marketing, recruiting, and leadership to get well-rounded understanding of your company\u2019s culture and brand.<\/p>\n\n\n\n Here are some questions to consider during this process:<\/p>\n\n\n\n This additional research helps you create an employee handbook that\u2019s not only compliant and informative, but also engaging and reflective of your company\u2019s unique personality.<\/p>\n\n\n\n Drafting an employee handbook<\/a> isn’t a one-and-done deal. The handbook development process should include several rounds of editing to ensure the final product is the best it can be. <\/p>\n\n\n\n Once you\u2019ve completed a first draft, it’s time to share it with the small team of handbook collaborators. Since they\u2019ve been involved in the process from the start, they should be a captive audience. Plus, they\u2019re more familiar with the decisions that were made along the way, so they should be able to provide the level of feedback that\u2019s most helpful at this stage. <\/p>\n\n\n\n When seeking input on your handbook content, it\u2019s best to make use of digital tools or platforms<\/a> that facilitate feedback collection and discussion. For example, in Blissbook, you can easily track changes by reviewing previous versions and annotations<\/a>. Your handbook team can view the document history and add notes for the entire handbook audience or just for other collaborators\u2014as pictured on the far right in the screenshot below.<\/p>\n\n\n\n When reviewing feedback, remember your ultimate goal is to promote legal compliance while showcasing your organization\u2019s unique culture<\/a>. Though the revision process can be exhausting, each iteration is an opportunity to enhance your handbook. <\/p>\n\n\n\n Once you\u2019ve got a final draft of the handbook ready, it\u2019s time to focus on getting approvals. As discussed earlier in this article, key approvers usually include the head of HR, upper management, and your legal team. <\/p>\n\n\n\n When seeking approvals, here are some things to keep in mind:<\/p>\n\n\n\n By embracing collaboration throughout the handbook process, you\u2019ll end up with a more comprehensive and cohesive resource that speaks to employees at all levels of the organization.<\/p>\n\n\n\n Blissbook offers a streamlined approach to this process. Beyond just a tool, it’s a platform designed to make the creation and updating of the handbook efficient and effective. Our user-friendly interface and features simplify what could be a complex task, allowing the focus to remain on the content and its relevance to the organization.<\/p>\n\n\n\nDevelop Your Handbook Plan<\/h2>\n\n\n\n
![\"\"](\"https:\/\/blissbook.com\/blog\/wp-content\/uploads\/2023\/10\/Blissbook-Policies-and-Procedures-Workbook.png\")
<\/figure>\n\n\n\nWhat’s Inside the Book?<\/h3>\n\n\n\n
![\"\"](\"https:\/\/blissbook.com\/blog\/wp-content\/uploads\/2023\/10\/employee-handbook-table-of-contents.png\")
<\/figure>\n\n\n\nAnticipate the Roadblocks<\/h3>\n\n\n\n
Set Realistic Timelines and Milestones<\/h3>\n\n\n\n
Future-Proof Your Handbook<\/h3>\n\n\n\n
Assemble a Collaborative Team<\/h2>\n\n\n\n
Start Small, Think Big<\/h3>\n\n\n\n
Timing is Everything<\/h3>\n\n\n\n
Know Your A-Team<\/h3>\n\n\n\n
The Legal Angle<\/h4>\n\n\n\n
Don’t Forget the Creatives <\/h4>\n\n\n\n
When Internal Resources Aren\u2019t Enough<\/h4>\n\n\n\n
![\"\"](\"https:\/\/blissbook.com\/blog\/wp-content\/uploads\/2023\/10\/Blissbook-employee-handbook-template.png\")
<\/figure>\n\n\n\nLeadership’s Personal Touch<\/h4>\n\n\n\n
![\"\"](\"https:\/\/blissbook.com\/blog\/wp-content\/uploads\/2023\/10\/CEO-welcome-message.png\")
<\/figure>\n\n\n\nConduct Research and Gather Information<\/h2>\n\n\n\n
Know the Trends<\/h3>\n\n\n\n
Obtain Perspectives From Your Employees<\/h3>\n\n\n\n
Review and Revise Draft<\/h2>\n\n\n\n
![\"\"](\"https:\/\/blissbook.com\/blog\/wp-content\/uploads\/2023\/10\/employee-handbook-version-history.png\")
<\/figure>\n\n\n\nObtain Approvals<\/h2>\n\n\n\n
Final Thoughts<\/h2>\n\n\n\n