Your company has become firmly established in recent years and you’re intent on keeping the momentum going. This means that there are a lot of things you need to get right. On top of your own efforts, your staff has also contributed greatly to the success of the business.
If you don’t have one already, then something you may want to implement is an employee handbook. You may even have one that could do with updating. Outlined below are a few important factors to include.
Company ethos
While you are the boss of the company, you might want to make employees feel that you are accessible and on their side. After all, you are a team who should be working toward common goals. A written ethos can help instill your company’s ethics into the workforce, particularly new arrivals.
Your expectations
You can also include your key policies in an employee handbook. For instance, you may mention customer service tips, complaints procedures, dress codes and much more.
Disciplinary stance
If your employees are not meeting your expectations or have become disruptive, then you are entitled to discipline them. However, this must be carried out within the confines of the law. As well as including your expectations, you can mention what will happen if these expectations are not met. All employees are entitled to be heard and treated without bias during disciplinary investigations.
An effective employee handbook lets your staff know exactly where they stand. It can also help prevent labor disputes and resolve them should they arise. If you’re unsure about the precise steps you need to take in this regard, it may benefit you to seek some legal guidance.
