HR Handbooks aren’t about rules…
When I speak with clients (or anyone for that matter 😅) about HR Handbooks, I usually get a bit of a groan, followed by some worry that it is too rigid or that it might take away from the casual culture they’ve worked hard to build.
But here's what I remind them: a handbook isn’t about restricting people. It’s about creating clarity.
It’s making sure everyone knows how things work here—how decisions are made, how conflict is addressed, what support looks like, and what the boundaries are.
It’s not about creating more control.
It’s about creating more inclusion.
When you have a shared set of expectations, you level the playing field. No one has to guess what’s okay. No one has to rely on their best guess (or ChatGBT) for answers.
A well developed handbook isn't just a document. It's a reflection of your values in action. And when done right, you and your team will feel aligned with the words on the paper -- helping your people feel safer and supported.
Some key components of your handbook should include:
An intro to your company: share your mission, culture, and leadership team structure.
Employment Policies & Practices: share how employment relationships are structured and supported (like employment status, hours of work, probation periods, and hybrid work arrangements)
Compensation & Benefits: share you philosophy and approach to wage bands and increases, provide an overview of perks and benefits for employees and how to use them.
Workplace Conduct & Expectations: Set the standards for respectful, inclusive, and professional behavior, helping to build a safe and accountable work environment.
Health & Safety Policies: outline health and safety programs and protocols for your organization.
If I could encourage you to do one thing today, it would be to do this: go through your handbook and note what doesn't feel like your values. That's a good place to start asking yourself some questions on how you can realign with your purpose and values to feel good about your HR Handbook.