Does a small business really need an employee handbook?
Small businesses are the backbone of the Canadian economy. In Vancouver and Vancouver Island, there are countless small businesses that provide goods and services to the local community. As businesses grow, it's important for them to establish clear policies, procedures, and expectations to ensure smooth operations. One of the key tools to achieving this is the employee handbook. In this article, we'll explore whether small businesses in Vancouver and Vancouver Island need an employee handbook, the benefits it provides, and some things they should consider including in it.
Do Small Businesses Need an Employee Handbook and what’s the benefit?
The answer is an unequivocal yes. Employee handbooks are essential for small businesses as they help establish clear guidelines and expectations for employees. They also help mitigate legal risks by ensuring that employees are aware of policies, procedures, and responsibilities.
Furthermore, an employee handbook can provide a sense of structure and consistency, which can be especially important as small businesses grow. Finally, if correctly done an employee handbook can also establish a sense of culture and values within the company – “the way things are done around here”. This can be particularly important for small businesses as they seek to establish their identity and build a strong team. Generally, your employee handbook will be curated by admin or HR support staff, under the guidance of management.
What to Include in an Employee Handbook:
An effective employee handbook should include several key components. Firstly, it should include a company overview that includes a mission statement or statement of values along with the organizational history. Storytelling can be an effective way to help new employees understand the company's goals, what it stands for, and how the organization took shape. Secondly, it should include the policies and procedures the company has developed. Common examples of policies and procedures found in an employee handbook include Bullying and Harassment, Vacation, Attendance, Code of Ethics, Internet Use, professionalism in the Workplace, and Company Expenses and Mileage. These policies and procedures should be clearly outlined and include information on how to seek assistance if required.
Thirdly, an Employee Handbook should reflect the “brand” through proper colours, fonts, and logo use. The employee handbook can provide a connection to the business’s overall brand in the market it operates.
Conclusion
In conclusion, small businesses in Vancouver and Vancouver Island can benefit from having an employee handbook. A well-thought-out and authentic employee handbook created by your HR team provides several benefits and can be a business’s communication tool, onboarding tool, information resource, and retention tool.
