Though maybe not the most unique employee policy manual in the world, Sterling does a great job of organizing the information logically for easy reference.
Deemed as part-manifesto, part-employee handbook, the Hubspot employee manual manages to turn boring subjects into entertaining slides that keep the reader engaged while getting the core values of the company across. This Alberta based marketing Agency uses less imagery and a lot of bold text to get the message across effectively.
Zaarly is a home service provider aggregator platform based in multiple US cities. Their employee handbook focuses on getting their employees aligned with their mission on helping people who take pride in their homes hire people who take pride in their work. Their pages extensive handbook is an example of its dedication to culture. Education First has created an elementary and adorable employee handbook that everyone would want to read.
They used humorous illustrations throughout the handbook to keep the readers engaged. This one is balanced between legal policies and company culture. It covers the legal part in the first section and about the work culture at Disqus in the second. This is one of the better-designed handbooks out of the list, created by PeopleHR. These employee handbook examples are the epitome of simple yet effective.
All of these employee handbook samples shared above have found ways to make themselves engaging. A great employee handbook should communicate your core values, house rules, procedures, and company culture as directly as possible. It should be a brilliant onboarding tool for new hires and a great reference tool for existing employees who need reminders on company policies. If you want your handbook to be memorable, it should be. Even with such painstaking care in writing, HR professionals are frustrated daily by employees who consider handbooks to be merely strongly-worded suggestions and managers who do not even consider them that.
Employee handbooks are a critical tool in providing important information to employees. They describe what employers expect of their employees and what employees can should expect from their employers. They provide critical information about employers and their workplaces and how employees are expected to fit in. Employee handbooks further formalize the mutual expectations of organizations and their employees.
In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations more competitive, and improve individual and organizational performance. Conversely, handbooks can impede the achievement of business objectives, increase employment-related liabilities, and reduce managerial prerogatives by making promises or committing to certain procedural safeguards that the organization did not intend to make.
As noted in the recent memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and have a "chilling effect" on employees' activities. Thus employee handbooks increasingly provide employers the opportunity to make their workforce more committed and supported of their goals.
Unfortunately, they also provide the basis for employees' legal action and can significantly reduce employees' commitment to organizational success. Teri has enjoyed consulting with employers throughout the country, solving problems and training managers and employees for over 20 years, meeting and working with employees from all types of businesses. Her years of experience in human resources and training in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing union , public sector, and both profit and non-profit companies allow Teri to understand employers and employees particular point of view.
Teri also provides software solutions for incident management, employee relations investigations, and safety purposes Incident Tracker. Teri was certified by the state of Indiana in mediation skills and is currently certified in project management, IT management and qualified as a Myers Briggs practitioner. Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.
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