As an employer, you have high expectations of your employees. An employee handbook establishes these expectations.
The employee handbook is the foundation of the employer-employee relationship and the basis of your company culture. It is critical that your handbook contains all the necessary information presented in an effective manner.
1. Use plain language
Clarity is important when conveying your expectations. Write your handbook in straightforward language, avoiding excessive jargon and unnecessary details. If a significant portion of your workforce speaks English as a second language, consider translating your handbook to ensure that everyone can understand it thoroughly.
Encourage employees to reach out to you or a supervisor with questions. This not only helps your employees, but it also helps you identify sections of the handbook that require clarification.
2. Include job-specific details
Avoid using a generic template for your handbook. The document should be specific to the job description. If your company has many departments and positions, you might need multiple versions of the handbook so employees only receive information that is relevant to them.
3. Keep it current
One of the greatest mistakes you can make is to hand new employees a handbook that contains inaccurate, outdated information. This makes a poor impression on new hires and can lead to legal issues.
When employment laws or company policies change, update your handbook accordingly and notify your current staff of the changes. Avoid including detailed information about wages and benefits, as these change frequently and will require numerous updates. You can distribute this information to employees in a separate document.
A well-drafted employee handbook can set your business up for success.