What’s CO-ing On?

What’s CO-ing On?

Designing Your Handbook to Reflect Company Culture

Who gets excited about an employee handbook? We do! Well, not initially. Updating our handbook has been on our to-do list for quite some time and unfortunately, other priorities always seemed to take precedence. Fast forward to this spring, we’re in the process of hiring, tired of all the “flags” to overhaul the current version and decide, “it’s time!”

We can all picture a boring stack of pages that outlines workplace policies, right? Employee handbooks have gotten a bad rap over the years. However, employee handbooks serve as one of the first key encounters new employees receive about your company, culture and give you a chance to explain the why behind set polices. So, what did we learn on our handbook journey? Here are some top tips:

Getting started - Breakdown standards, expectations and processes you expect employees to follow, while providing clarity and context in managing any problems that may arise. Your employees will then know where to turn in any given situation. Excite and empower your employees. Reinforce your culture and values. Employees make hundreds of decisions on their own every day and culture is their guide. Remember, this is a tool to remind employees your organization is about more than a paycheck.

Name it something different - Employee handbook or staff manual may indicate a lengthy book of policies, whereas a name that engages -- creates curiosity and gives a clear view of your company culture right away. Have fun with a name! Employee Playbook, Team Guide, How Things Work, XYZ Organization 101, XYZ How-to Book, Your XYZ Company Voyage and Welcome to the Club are a few examples.

Promote benefits + perks - When working at your organization is about more than just a paycheck, let your employees know it. Employers are looking for competitive advantages and getting creative with benefits and perks offered, whether it is increased PTO, volunteering, staff appreciation, innovation rewards, etc. Don’t hide these perks, make them front and center. Communicate to your employees how you plan on investing in them.

Personalize + explain your “why” - We can all copy and paste. Take time to personalize your handbook to your organization’s brand and culture. Explain your policies and the why behind them in a tone that is consistent with how you typically speak to employees. It’s important for your team to see the reasoning behind policies. Take time to help

employees fully understand policies, which can help with adherence and compliance.

Future Considerations - The pandemic showed us being real, flexible and supportive were needed most during these difficult times, not perfection. When reviewing your handbook, consider the following policies: remote work, mental health and wellness, open dialog and support (to discuss controversial topics), work life balance, volunteering, open environment (to be authentic), innovation (why it’s important and how it’s rewarded), ideas and feedback (encourage sharing, speaking and ensure everyone is heard), employee appreciation, recognition and development.

We were inspired to think differently about our handbook and hope you enjoyed some of these tips. Not only can you inform your employees, but most importantly, you can help make them feel good about choosing you as their employer.

Be sure to practice what you preach and live the culture and the policies described. So, let’s ask you again, who’s excited about employee handbooks? :)

Angela + Sarah, Co-Directors, Associations North

Associations North is excited to welcome Steffanie Berg, Project Coordinator to our team! Learn more about Steffanie on page 24.