Employee handbooks have gotten a bad rap over the years, being thought of as giant rule books, suppressive and a means for large companies and corporations to cover themselves in case of any problems. This has contributed to the list of reasons that startups and small businesses don’t take the time to create employee handbooks.
What if I told you that the employee handbook stereotype wasn’t true? What if employee handbooks were actually a really awesome way to be more transparent and build a sticky company culture?
Still not totally convinced? I’m going to debunk the top 3 myths about employee handbooks.
Myth #1 – Employee handbooks are stuffy and corporate
Debunked! An employee handbook is what you make it. If done correctly, it should be a guide book for your company, highlighting values, policies, benefits and goals. Someone reading it should be excited when they are done, understanding what it’s going to take to be successful as an employee and as a company. It is the epitome of your brand and a vital tool to communicate it to others.
Myth #2 – My employees don’t care if we have one
Debunked! No one ever complained about clear communication. Many employees don’t intend to create tension or break rules, especially if they don’t know what the expectations are. By being upfront and transparent about the things that are considered okay and not okay (a great example is how to ask for time off), you can create a stable and comfortable work environment. Also, employee handbooks should include the benefits and perks of working there – everyone likes to hear about those! – which will help you create excitement and loyalty.
Myth #3 – I’m too small for an employee handbook
Debunked! Unless you’re self-employed, this doesn’t apply to you. Why? Because employee handbooks are about good communication between employers and employees. Beyond that, there are also a lot of benefits to having one in place outside of employee communication. Employee handbooks are a great guide to making business decisions such as hiring and selecting office space – which are incredibly important in a small company. Make sure you hire people that fit with your company values in order to maintain a high-performing workplace and make sure that workplace is conducive to the type of environment you want to create.