Benefits of Having an Employee Handbook
Not all companies have an employee handbook. It’s something business leaders usually overlook. It might seem like an outdated way of managing employees, but companies need one. You will be grateful if you decide to keep a handbook for everyone to follow. Here’s why.
It shows the company’s mission and vision
Everything that the company does must be anchored upon its mission and vision. It serves as a guide for employees to follow. Each person might have a job description, but it matters that every action is connected with the mission-vision. There’s no point in running a business that doesn’t have explicit values.
It communicates policies
Every policy must be in black and white. There should be no grey area. When employees want to take a sick leave, they should know if they will still get paid. They must also know how many days they are entitled to take. It should be easy to refer to the handbook for anything related to employment benefits, wages, consequences for improper behavior, and many others. You don’t have to explain to your employees what they can and can’t do. The handbook must be self-explanatory.
It sets expectations
Employees should know that they can’t walk into the building and do whatever they want. There are certain expectations they have to meet to keep the job. From the appropriate outfit to wear to how they deal with fellow employees, they must be professional. Again, the handbook is a reminder of what they must do to keep the job.
It minimizes risks
You don’t want to encounter lawsuits from employees because of certain decisions that weren’t favorable to some parties. When you have a handbook and everyone has agreed to it before accepting the job offer, it minimizes the risks. You can refer to this document for disagreement. It may also cover other issues beyond regular employment details.
It prevents conflicts from escalating
It is also inevitable for employees to fight for whatever reason. They may disagree over the job description. Others might escalate the problem and decide to take matters in their own hands. Bullying at work is also possible. These issues can be easily addressed when there’s a handbook. Employees have to face the consequences for their behavior when proven to be wrong. There’s also a procedure for investigating employees who did a terrible action. There’s no need to make things worse because the handbook offers a clear guide.
It’s a document everyone agrees on before accepting the job
The moment the employee accepts the job, it comes with the agreement to follow the handbook. Provide every employee a copy and an option to accept or reject the offer. You don’t force people to follow the rules. You give the rules and they decide whether they can accept them or not.
Take your time to formulate the best handbook for employees to follow. Be open to assessing and improving it based on how things move forward during its implementation.
Photo Attribution:
1st and featured image from https://www.corporatecomplianceinsights.com/wp-content/uploads/2018/11/handbook.jpg
2nd image from http://www.vision-hr.com/human-resources/employee-handbook/
