A well-written employee handbook can be a key factor in avoiding or dealing with employee problems in the future. It can also be a very effective tool to help with the successful onboarding of new staff.
Over the years, I have been surprised how often employee handbooks actually get read. Employees frequently read them when they first start working (to quickly learn what is expected). Employee handbooks also tend to get attention when there is a people related problem and employees or managers want to know the process/protocol for getting things back on track.
Not having an employee handbook can be a missed opportunity to provide clarity on what you expect from your staff. It can also open you up to risk. I recall assisting a client who was in the process of exiting a disruptive employee. Unfortunately, the situation ended up in litigation. Since there were no policies in place, the employer found himself in a weak position since he could not describe which polices the disruptive employee had violated.
Following are some tips on writing an effective employee handbook:
For a good overview of employee handbook options, I suggest reading The Essential HR Handbook… by Sharon Armstrong and Barbara Mitchell. Employee handbook templates can also be obtained from the Society for Human Resource Management (SHRM)
If you are interested in learning more about how you can build or refresh an employee handbook, click HERE to schedule a quick introductory phone call.