3 Ways to Kickstart Creating an Employee Handbook

Jul 09, 2021

Bottom Line: Outlining clear employee policies through a handbook absolutely helps prevent sticky HR situations!

Handbooks are a great way to bundle key policies, outline what employees can expect from your company, and what your company expects from them… even if you only have 1 or 2 employees.

A well-prepared handbook will also answer many of the routine questions that would otherwise end up on the desk of the business owner or HR Admin. When employees receive a handbook and are advised to look there first for answers when they have questions, it can save you time as the business owner.

I’ll walk you three things that can help you kickstart getting an employee handbook in place, no matter your company size:

  1. Understand what a handbook is/is not
  2. Keep it Simple
  3. Plan for Updates

Understand what a handbook is/is not

A handbook is like a guidebook for your employees, guiding them on what behaviors the company expects from them. It also shares important information about their benefits. It is a way to share information with new employees and also a way to ensure you set important standards.

A handbook should not include every policy and operating procedure in your business. You can have standard operating procedures in a separate procedures or operations manual.


Since this month is all about handbooks, we would love to invite you to take advantage of a special summer 2021 offer...

What you will get:

  • A "plug and play" handbook template
  • Customized 1-on-1 Expedition HR handbook implementation support (valid through Monday, July 26)
  • Bonus handbook resources
  • Value = $697, Your Price = $147

To get this limited time offer, CLICK HERE!

You may be asking – I found a free handbook template online, can I just use that? By all means, you can!  Just use caution because there is a huge variety of free templates online and it is sometimes hard to discern which are credible and non-credible sources. With this limited time offer for $147, you can rest assured that you will have a done for you "plug and play" handbook in your hands today, along with customized support to get your questions answered!


Keep it Simple

While there is some important legal “jargon” you are wise to include in your handbook, remember to keep your employee handbook simple!  (If you read my book, Conquer Sticky Situations, you know that here at Expedition HR, we are obsessed with keeping things simple!) After all, the point is to have people read and understand your handbook, right?! The goal is to have your employees use your handbook as a resource to look up information about expectations of them as an employee and their benefits. If you want your handbook to serve that purpose, it needs to be clear and simply written.

Plan for Updates

How often should you update your handbook? It is best practice to update your handbook at a minimum once annually. Many businesses choose to bundle any federal or state updates pertinent to their business and make one handbook update each January. Issue spot notifications to employees during the year if there are noteworthy changes to employment laws applicable to your business/your employees.

Curious How to Work With Us?

 

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You can think of our Guiding HR Subscription as the HR coach and tool you need to establish a solid HR foundation and get ongoing, expert HR support. The Guiding HR Subscription will equip you with the HR knowledge you need to prevent sticky situations and get time back to grow and develop your business.

We help business with 1-100 employees establish a human resources foundation and provide expert ongoing HR support. We equip you to handle your human resources tasks in-house (we are not outsourced HR), and we are there for you when those sticky situations that arise!

If this is something you would like to learn more about, we invite you to set up a complimentary, no obligation Free HR Assessment  or email us so we can answer any questions and learn about you and your business to see if the subscription may be a fit. 

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