Employees are an important part of your company’s success. Without a strong workforce, your business is unlikely grow. One element that may help attract and keep quality employees while also reducing the risk of employment disputes is a practical employee handbook.
These documents are not static. Once you put together the employee handbook, it is a good idea to review it regularly and revise as needed. A good rule of thumb is to review the handbook on at least an annual basis.
This handbook should do more than spout off a list of rules and procedures for workers to follow. It should also answer the following questions.
What are your company’s harassment and discrimination policies?
One of the crucial roles of an employee handbook is ensuring clarity regarding how you will handle reports of harassment and discrimination. In setting this expectation in writing, you have something to refer to in times when you need it. Clearly set out what your company will not tolerate regarding these issues.
Do you have a clear mission statement?
Developing a mission statement can shape how you see your business as a company. What you form in these lines can help you guide not only what direction you take your company but also how your employees can help. A mission statement can give employees a purpose since it provides a clear goal the company as a whole can work towards.
How do you handle remote work?
Accountability in this digital age is important for business owners. With many jobs becoming increasingly mobile, you may have allowed some positions more flexibility working off-site. With the rise in remote work, you may need to revisit your handbook to include the expectations for working hours, communication standards and productivity log.
An employee handbook can allow you to share the rules while providing workers a glimpse into your ideal corporate culture. This review can provide an opportunity to consider other factors that can help grow and foster a positive company culture.
