Anything not specifically included in your employees’ contract of employment is usually referenced in the employee handbook, or staff handbook. A good employee handbook should introduce your company, its structure and its values. It will normally include all your policies, procedures and practices: communicating how issues such as harassment, discrimination, absence, family-friendly rights and other HR matters are dealt with.
The handbook is a great way to support your company’s culture and if you don’t have one yet, take a look at some of the benefits you could realise:
- increased employees’ understanding about the organisation and their role within it and so reduced risk of misinterpretation and misunderstanding
- the opportunity to communicate key messages about your cultural values, strategic vision and goals
- openness and transparency around management practices and expectations
- communication of a consistent message to all about all matters relating to the employment relationship and the company
- improved management practice by having known and well communicated rules that apply to all, so avoiding the risk of having different rules for different employees
- avoidance of time consuming questions from employees on your procedures
- managers won’t have to think on their feet when facing an employee query if you already have an established practice documented
- the provision of good evidence that employees are aware that certain conduct can result in disciplinary action or dismissal
- a means of informing employees about performance expectations
- proof that employers have acted fairly, in accordance with set policies and procedures and can be invaluable for employers facing a tribunal claim
If you want to realise these benefits for your company contact All About The People on 07540889676 to discuss putting in place an employee handbook specifically tailored to suit your company’s needs.
