Adding value with employee handbooks

Like many business owners, you may view employee handbooks as a necessary evil, something to be stuck in a file cabinet to satisfy the attorneys and HR professionals, rather than a dynamic, working document. However, handbooks can be used as a tool to make your organization more successful.

A clearly written, easy-to-understand handbook can result in the following benefits:

• Fewer employee complaints, because people are treated consistently across the company.
• Higher morale, because supportive language reduces doubt and uncertainty, while promoting mutual respect.
• Clear boundaries that reduce micromanagement and enhance productivity.
• Employee behaviors that align with company goals.

The best handbooks focus on desired outcomes and give examples of how to achieve them. In addition, they need to provide standards and expectations, and explain who will judge or hold people accountable for the outcomes. This means management must support the policies and decisions across the organization. They must hold employees responsible for their conduct. If the handbook is consistently applied and enforced, it also can help to defend an employer from potential liability.

When developing your employee handbook, you may decide to hire a human resources specialist or an HR attorney to ensure it complies with federal and state laws, yet prior to that point, you need to internally determine your standards and expectations. Eagle Corporate Advisors can help steer you in the right direction.

Welcome to our new feature in the Navigator, “On the Case,” in which we provide case studies from our own experiences. Our goal is to offer a clear narrative that progresses from problem to strategy to solution, illustrating the manner in which a business relationship with us can prove beneficial for our clients.

Not long ago, one of our clients hired a friend who needed a job. The company didn’t necessarily appear to have a need for another employee, but they created a position to be nice. In doing so, they made no determination as to the specific role, value of the position, benefit to the company, etc. Nor did they interview multiple candidates as part of their usual vetting process, which would normally include several touch points, skills tests, and a trial period.

In the world of business, this is not as unusual as you would think. But it can lead to problems, many of which may seem unforeseen. Hiring comes with a degree of risk under the best of circumstances. Don’t let a light-hearted decision, disguised as a favor, derail you from your normal process, assuming you have created and use a sound formal hiring process.

“All organizations are perfectly designed to get the results they are now getting. If we want different results, we must change the way we do things.”
– Tom Northup

Chuck Mohler Commentary: Even with my perfectionist tendencies and believing I am an awesome father, I can admit that I am not fully satisfied with my accomplishments or dedication to my family. This is very similar with business, with many not getting the results the owners desire. The only way we can improve from our present condition is to change our activities. Change is hard, but it can be worth the effort, if we really want different results.

If you’d like your favorite saying featured in a future newsletter, please email it, along with a brief commentary, to ChuckM@EagleCorporateAdvisors.com

As the old saying goes, “It’s lonely at the top.” This is especially true for business owners, who often find it difficult to share their fears, frustrations and difficulties with friends, family members or even other entrepreneurs.

Trusted business advisor Chuck Mohler likens the situation to sitting across the desk from an empty chair, symbolizing the challenge of finding just the right person to not only understand the issues but assist in developing viable solutions.

Armed with more than 25 years’ experience helping organizations large and small, along with multiple professional certifications at his disposal, Chuck is the best choice to take that seat and provide the meaningful guidance you need.

Contact him today at (702) 451-3250 or ChuckM@EagleCorporateAdvisors.com.