Invest in a Creative Employee Handbook

Employers struggle with getting workers to pay attention to their policies and procedures. Plus, in most states, employers are not required by law to issue an employee manual or handbook. The decision is largely a practical matter and not a legal one.

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Last Updated on November 3, 2023

Invest in a Custom Employee Handbook for Your Business

An employee handbook is a great way to communicate your workplace expectations.

With a properly worded handbook, your employees will always know what their roles and duties are. They’ll also know what you, the employer, is willing to provide in return. This may include compensation (both financial and otherwise), protection, and workplace safety.

Because investing in the handbook can often relay company expectations, and protocol, you want to create one that gets attention. An employee handbook is a great way to communicate your workplace expectations.

The Pros and Cons of Employee Handbooks

Some feel that Employee Handbooks are more of a hindrance than a help. Below we will share some of the pros and cons of creating and maintaining an Employee Handbook.

Pro: Employee Handbooks are a Great Resource for both Employees AND Employers

Should you find yourself at odds with a member of your staff that results in some form of legal action, Employee handbooks are a great resource to draw upon.

Con: Many Employee Handbooks are Poorly Written

Many Employee Handbooks are incomplete, making them ineffective and wasteful. In order to be a valuable resource, one that both you and your staff can draw upon as a guide for employment-related issues, it must include enough information.

However, an Employee Handbooks must not be too restrictive. You do not want it to be so strict that it inhibits you from running your company effectively.

An employer generally benefits from having an employee manual that specifically states the at-will relationship with the employee rather than leaving that unclear, helping to avoid legal risk. In order to keep the employee manual compliant, it is also important that your handbook is compliant with the state regulations that you have employees.

Con: Employee Handbooks are Time Consuming

In order to create a thorough and properly written Employee Handbook, it takes time and money. Our recommendation is to use an Employee Handbook service to review yours or to help write a new one.

Tips for Writing Better Employee Handbooks

Take a look at these 5 great suggestions from Fast Company for writing or rewriting your employee handbook:

  1. Name it Something Else

    Come up with a new name (other than ‘Employee Handbook’) that engages employees, piques their curiosity, and conveys your company culture right off the bat. Examples can range from conventional (e.g., “Team Guide”) to unconventional (“The Way Things Work” or “Our How-To Book”).

  2. Start with your Mission

    What is the reason why your employees come to work each day? Why should they be proud to work there?

  3. Write Policies that Personify your Company’s Values

    Don’t copy and paste generic policies into your handbook. Explain your policies and your reasons behind them. Do it in a tone that’s consistent with the way you typically speak with your employees.

  4. Promote your Perks

    If you’ve invested in building programs or perks for employees, include them in your handbook. And don’t bury them deep in your table of contents–put them up front.

  5. Don’t Attach It — Present It!

    Be creative with how you present your handbook. Bring it to life with an interactive survey, playful quiz, or a reward (like a coffee gift card) once read.

    Work procedures and policies are not to be taken lightly and sometimes presenting it in a creative way can help relay these matters more effectively.

Order Employee Handbook Services from MyHRConcierge

MyHRConcierge can review your existing Employee Handbook, or we can write a new, custom Employee Handbook for your business. We write creative, custom handbooks that are compliant with current labor laws and are effective with employees. To learn more, contact MyHRC’s Chris Cooley or schedule a free consultation below: