Having an employee manual is a necessary evil. You need to have one to provide your employees with guidance and information about your organization. However, it’s also important to create something that your employees will actually read and refer to when they have questions about the company and internal processes.
“Your employee handbook should be the road map for how to operate within your company–an introduction to your culture and a guide that your employees interact with on a regular basis. If you believe in your company’s vision, policies, and procedures, you should want every employee to read and use them,” says Nathan Christensen.
When done right, an employee handbook can be a valuable company resource. Here are 4 tips to create a useful employee manual for a large company:
1. LESS IS MORE:
You don’t need to write a novel, and you don’t need to be long-winded. Get to the point, include all the important elements, and write it in a way so employees can easily scan the manual and find the information they are looking for.
2. GET EMPLOYEE INPUT:
If you want to create an employee handbook that will actually get used, then get your employees’ input and find out what they would find valuable, outside of the traditional elements.
3. MAKE IT ALL-ENCOMPASSING:
Include all the information that an employee may need. Include your company mission and vision, dress codes, performance expectations, checklists, contact lists, and any other information employees would find of value.
4.GET IT REVIEWED BY A LAWYER:
Considering the size, scope, and reach of the document, it’s important to have it reviewed by your legal team to ensure the language is clear and says what it is intended to say. No company wants to get into legal issues over the wording of an employee document.
Consider Hiring an HR Consultant
Writing an employee manual for any large organization can be a huge undertaking. It’s not something that you can just hand over to someone in HR to do on top of their normal duties. Doing it right takes expert knowledge and an understanding of employment laws and regulations. Consider hiring an HR consultant to assist with the process.
Read more about the value of HR consultants:
Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.