An employee handbook might seem like a small detail in the grand scheme of running a business, but it can have a major impact on your business’s inner workings. From processes and execution to employee confidence and consistency, a good handbook has the potential to change everything.
Why Create an Employee Handbook?
As a small business owner, you have to be intentional about what you spend your time on – otherwise, you risk being pulled in a dozen different directions.
So at first glance, it might be tempting to write-off an employee handbook as proverbial “busy work,” but we’d implore you to give it a second thought. Doing so could provide your growing company with a wealth of ongoing value.
As The Hartford explains, “An employee handbook is a compilation of all your company’s policies and protocols, as well as employees’ legal rights and obligations. Having an employee handbook makes it easy for you to communicate rules and responsibilities to employees, so there’s no question about what’s expected from them — or from you, as the small business owner.”
An employee handbook is an easy and convenient point of reference. It empowers your team and helps them address issues in real-time without having to involve other people and take them away from the work they’re doing.
7 Tips for Better Employee Handbooks
If you’re going to go through the effort of creating a handbook, you need to ensure it’s useful. A poorly executed employee handbook can do more harm than good, inciting confusion and feeling overwhelmed.
With that said, here are a few tips you may find helpful:
- Make it Accessible
The problem with most employee handbooks is that they’re inaccessible. When an employee has a situation where they need the handbook, they don’t know where to find it. This causes the employee to either ignore it or send an email to HR (which hurts productivity and defeats the entire purpose of having a handbook in the first place).
In order to get the maximum value out of your handbook, you should invest in both digital and print copies. Digital copies can be stored on your company’s cloud drive or social intranet. Print copies can be printed on-demand and given to employees as part of their initial hiring package. (We recommend using spiral bound book printing to get the perfect blend of cost, durability, and looks.)
- Keep it Engaging
A good employee handbook should be compelling enough to keep people engaged. You can do this through a combination of high-quality visuals, storytelling, and interactive elements (such as checklists).
- Include the Basics
The beginning of the employee handbook should provide a one-page rundown of the company’s values, mission statement, and other basic elements like taglines and elevator pitch statements. Every employee should be required to memorize this page within the first month of being employed.
- Address FAQs
An employee handbook should be more than an endless stream of policies and legal language. You want this to be a resource that employees can turn to in order to get answers to all common questions regarding processes and standard operating procedures. By centralizing your knowledge into a single resource, you cut down on the confusion people have with where to go. This trains them to visit the employee handbook first. Then, and only then, should they bring someone else into the issue or question they’re working through.
- Explain Feedback Loops
While a handbook can cut down on 75 to 90 percent of questions employees have, even the most thorough resource can’t solve every problem. However, a good employee handbook can provide information on the proper feedback loops and chains of command so that employees know where to go with their inquiries.
- Include Disclaimers
Finally, any good employee handbook must include disclaimers and other caveats pertaining to employment law and company policies. (This is as much about educating employees as it is about protecting yourself. Should an issue arise, the fact that you have well-documented disclaimers will show a good faith effort to educate.)
Consider including disclaimers as they relate to anti-discrimination and anti-harassment laws, family and medical leave policies, equal opportunity policies, etc.
An employee handbook is not something that one of your team members is going to read from cover to cover – it’s a resource. When it comes to designing your handbook, be sure to include a clear table of contents and a reference section. This empowers employees to find what they’re looking for in a matter of seconds.
Empower Your Team to Succeed
An employee handbook won’t solve all of your problems or replace the need for training and development, but it does provide a centralized resource that empowers your team to be more productive. If you haven’t already, now’s the time to create a handbook for your team!
Outsourcing Front-End Development Services: Insider’s Guide
Outsourcing front-end development services has become increasingly popular in recent years as companies look to access specialized skills and expertise, and save on labor costs. According to the Global Outsourcing Survey made by Deloitte, the top reasons for outsourcing front-end development are to access specialized skills (57%), cost savings (50%), and to free up internal resources (49%).
This article will cover some frequently asked questions (FAQs) in a Q&A way to help you make an informed decision when considering outsourcing front-end development services. We’ll address concerns such as how to find the right vendor, how to communicate effectively, and how to manage the project to ensure success. By the end of this article, you’ll have a better understanding of the considerations and best practices for outsourcing front-end development services.
What is front-end development?
Front-end development, or client-side development, refers to designing and implementing a website’s or application’s user interface (UI). It involves creating the layout, visual design, and interactive features that users interact with when they visit a website or use an app.
Front-end development plays a crucial role in the user experience of a website or application, and it’s an essential part of any digital product. The work of a front-end developer often intersects with that of a UX designer and a back-end developer.
Why should I consider outsourcing front-end development services?
As mentioned in the intro, there are several reasons why outsourcing front-end development services may be an excellent option for your company. One of the main reasons is cost savings. Outsourcing is often more cost-effective than hiring in-house developers, especially if you only need front-end development services for a specific project.
Also, a company can benefit from a vendor’s specialized skills and experience and the ability to scale its development resources as needed. This can be especially useful for companies with fluctuating project demands or in need to quickly ramp up or down their development efforts.
In addition, outsourcing front-end development can allow a company to focus on its core competencies and improve the overall quality of the product, as well as save time by delegating the development work to a vendor.
How do I find the right front-end development company to work with?
Finding the right front-end development company to work with is crucial for a successful project. Start by defining your project goals, timelines, and budget, and research potential vendors with experience in the technologies and frameworks relevant to your project.
Review the company’s portfolio and case studies to get a sense of their past work and the types of projects they have experience with. Glassdoor, Trustpilot, LinkedIn, GoodFirms or Clutch are some platforms to do this. Consider the company’s culture and values. You can also request references and speak with past clients to get an idea of the company’s track record and how well they handle challenges like yours.
What should I consider when choosing a front-end development company?
There are several factors to consider when choosing a front-end development company. Technical skills and experience are crucial, as the company will be responsible for building and implementing the UI of your website or application. Check if the company has experience with the technologies and frameworks you need for your project.
Effective communication and collaboration are also essential. Verify that the vendor has a track record of working well with clients and can effectively communicate and collaborate with your team. Cultural fit is also important, as you will be working closely with the vendor for the duration of the project. It’s a good idea to have a face-to-face or video call meeting to get a sense of the company’s culture and see if it aligns with your own.
Finally, consider the company’s pricing and business model. Make sure the company is transparent about its rates and fees and that they align with your budget. Also, consider whether the company offers flexible pricing options or packages that may be more suitable for your needs.
Once you’ve narrowed down your options, it’s a good idea to request proposals from a few different vendors. This will allow you to compare and contrast their approaches and determine the best fit for your project.
Bringing it all together
In summary, outsourcing front-end development services can be an easy, cost-effective, and efficient way to access specialized skills and expertise. By carefully considering factors such as technical skills, communication and collaboration abilities, cultural fit, pricing, and business model, you can find the right vendor to meet your needs and achieve success with your project.
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