Even if you feel like your employees are your second family, an employee handbook is just a good business practice. Read on for reasons why this helps communication and where to start this seemingly-daunting task.
Why do I need an employee handbook?
There are many reasons you should have an employee handbook.
The first is for time-savings. Instead of answering the same question multiple times, employees can reference the handbook for questions regarding vacation or sick leave.
The second is for consistency. Writing down expectations ensures you’re treating each employee fairly (no matter how well-intentioned you try to be).
Finally, and most obviously, an employee handbook is just a good legal practice. The reality of owning a business is that some day you’re going to have to fire an employee or someone is going to get very sick. Planning ahead and being transparent through an employee handbook is a great way to cut down on any drama that may come up down the line.
Where do I start?
The best way to start is the old-fashioned way—make a list.
You probably already have policies in your head; start with those. As your list expands, you’ll quickly realize which policies you should prioritize.
Consider having your employees at this conversation as well. Employees will have great insight into what sorts of questions have come up for them—policies such as dress code, scheduling, and more.
Stay tuned for next week’s blog where we go through a handbook outline, as well as cover state and federal regulations.
Inspiration for this post came from “Yes, You Really Need an Employee Handbook,” by Melisa Morrison published in the February 2022 issue of American Quilt Retailer.
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