Experienced. Resourceful. Aggressive. Responsive.

Tips for updating your employee handbook

On Behalf of | Nov 15, 2021 | Employer Concerns |

Workplace operations in Lexington generally run smoothly when both the employees and employers know what their rights and responsibilities are. Much of this information can be documented in an employee handbook. It is important that this document is reviewed periodically to ensure it is still relevant and useful. The following are some tips to consider if you are facing the task of updating your employee handbook.

Do not focus on outcomes

It is tempting to use an employee handbook as a tool for simply controlling the outcome of your employees’ performance. However, many employees simply need guidance that allows them to exercise their strengths so they can grow as workers. An employee handbook should not just be about the workplace rules — it should also contain provisions about the employer’s culture and core values that can inspire workers to do better.

Keep it simple

It is easy to take the idea of an employee handbook and stuff it with detailed information that will cover every possible scenario that could take place in a workplace. However, an overly-detailed employee handbook can be confusing, making it difficult for employees to follow the rules and making it difficult for employers to honor employees’ requests. Keep it simple to avoid confusion and unwanted outcomes.

Make sure you inform employees of all changes

If changes are made to an employee handbook, it is essential that employees are made aware of these changes. This can be done by providing employees with the most current version of the handbook. This way employees will know of any changes in the law and workplace policies that could affect how they carry out their job duties.

Employee workbook reviews should take place periodically so that these documents are in alignment with changes in the law and changes in company culture and operations. They can help employees understand what their role is in the business and what their rights are, while still protecting the interests of the business. This information can be useful if there is a problem in the workplace that needs to be resolved.