Updating your employee handbook may not be the most pressing issue facing your HR department, but it could become one. Many organizations are reluctant to tamper with their existing handbook because it can feel like opening Pandora’s Box. However, waiting until it’s inevitable can be a risky strategy as well.
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[contact-form-7]First, how does your organization use your handbook? While most organizations will benefit from an employee handbook that is separate from a policy and procedures manual; many businesses still choose to create a hybrid. Although this tactic may seem like an efficient model of time and effort, it risks inadequacy. Most policy and procedure manuals contain instructions for the proper process of dealing with, among other things, emergency situations or employee issues and crisis from a supervisory perspective. While transparency is to be applauded, expecting supervisors to read through your general employee handbook in search of a solution to emergency situations is a bit excessive. By keeping your employee handbook as a separate document from your policy and procedure manual you provide a more concise and manageable format for all of your employees to utilize.
Second, many organizations operate with a lean staff. So, if your HR manager is also your payroll supervisor, hiring manager, benefits coordinator, etc. a well-written and compliant handbook can be worth its weight in gold. Many standard employee inquiries should be readily answered in your handbook. Outlining general policies on subjects such as payroll questions, PTO guidelines, and benefits can save time and energy. In addition, policies which are clearly stated in your general employee handbook help to ensure that all employees are adhering to the same set of standards and avoid variations between departments.
Third, your employee handbook is designed to benefit both the employee and the organization. When organized properly and maintained for compliance, your handbook is your organization’s first line of defense when it comes to mitigating or eliminating costly liability and addressing errant employee behavior. By providing such information as employee HR hotlines or other resources, your organization, as a whole, can demonstrate good faith toward employees. Likewise, employees are provided with a uniform set of guidelines under which their performance will be evaluated.
Your handbook is a crucial piece of your employment strategy. It can showcase your organization’s culture and create a foundation for positive employee engagement. When carefully constructed, your handbook establishes uniform expectations, guidelines, resource availability, and benefit information all of which combine to start your employees on the right track to a successful career in your organization. Reach out to one of our Human Resource experts to review how we can help you get the most from your employee handbook.
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