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4 Lessons for How to Avoid a Situation Like Uber

4 Lessons for how to avoid a situation like uber

4 Lessons for How to Avoid a Situation Like Uber

Uber began like many of our small businesses. They identified a need and came up with a solution. The idea to tap a button and get a ride was born when trying to hail a taxi cab in Paris in the winter of 2008.

Founded in 2009 by Travis Kalanick, Uber quickly grew to be one of the most valuable startups in the world, estimated to be worth close to $70 billion. But earlier this year, things came crashing down all around them.

What happened and what lessons can we learn?

What happened?

In case you’re not quite up-to-date on the Uber sitch, here’s a quick rundown of some of the most significant events:

What went wrong?

I’ve been hesitant to talk about Uber, simply because I’m not inside of that company.  There are also many sides to this series of events and what has happened over the past several months and years.

However, looking from the outside in, there are some important lessons we can learn as small business owners about how these incidents unfolded, how they were handled, and what we can do differently to avoid a situation like Uber’s.

Let me start with this: Uber’s problems did not just appear out of nowhere, they didn’t happen overnight.

Even though many of these issues unfolded in the media over a relatively short period of time of 4 – 5 weeks, these issues have been building. The areas I want to focus on today are the HR parts of what happened with Uber. Primarily the sexual harassment and discrimination claims, as well as the aggressive and questionable culture.

Here are 4 tips that you can implement into your small business to avoid ending up in a similar debacle.

4 Lessons for How to Avoid a Situation Like Uber

  1. Be Proactive

    Don’t wait until you have a problem to figure out how you’re going to address it. If you’re hiring a team, there are things you can do before you hire the first person to set yourself up for success.

    You should have job descriptions and an employee handbook in place from the start. These two documents will help you avoid and/or navigate 90% of the issues you will face as a leader of a team.

    Both of these documents will help you set clear expectations with every team member up front. Having policies in place that outline acceptable and unacceptable employee behavior will set the tone for your company. A handbook also outlines the steps an employee can take to address issues that may come up. And it will guide you as their leader on the steps you’ll need to to take if a situation like Susan Fowler’s occurs.

    Everyone thinks something like this won’t happen in their business. Don’t let yourself fall into that trap!

    Ready to get your business prepared to hire a team?! Let’s get started!

  2. Train Your Team and Train Your Managers

    Some of the most often overlooked areas of training in many businesses are policies on harassment, sexual harassment, and discrimination. I know these topics can be a bit uncomfortable to talk about, but these conversations need to happen.

    You don’t have to hold an all-day seminar. But your policies around these topics should be reviewed during each employees’ first week with your company. Training on workplace conduct – what to do and what not to do – and how to handle a situation if something’s not right in the workplace are so important.

    This training is your responsibility as the leader and CEO of your company. What you allow will become what’s acceptable in your company. 

    Don’t assume that everyone knows what unacceptable behavior looks or sounds like.

  3. Develop an Intentional Culture

    Developing your company culture should be a top priority if you plan on hiring a team. Even if you’re just a team of one right now, this is something you can start working on. Culture is something that you don’t want to “let happen.” Otherwise, you might end up with a culture that’s not quite what you’d hoped it would be!

    A great place to start creating the culture you want for your business, is to have:

    – a vision statement for the future; what your business will look like when it’s successful

    – a mission statement to guide your team; how you are going to achieve the vision together

    – core values to set the expectation for how to behave as a company as you work to achieve the vision

    If you put some careful thought and consideration into these in the beginning, they will be the guiding principles in your company. You will be able to attract and hire people who align with your vision, mission, and values. You will nurture the kind of culture you want for your business – with purpose and intentionality.

    It should go without saying, but I’ll say it anyways in light of this situation. Don’t instill values that are unethical or that ask people to do questionable things (like stepping on others to get ahead – yes, that really happened). Unless, of course, that’s the type of culture you want to create. Then be prepared to face the consequences! 😉

  4. Take Every Complaint Seriously and Address Immediately

    If you create an intentional culture and embrace an “open door” policy, your employees should feel comfortable coming to you. When they do, it’s your job to follow up on every single concern or complaint.

    If you find yourself in a sticky situation that you’re not sure how to handle – get help! There are people who can provide guidance and advice on how to handle situations like this (ahem, why hello there friend).

    Don’t lose great employees because you failed to address an issue in a timely manner. There are some circumstances that should be grounds for immediate termination. Don’t be too generous during a time when an employee does something really horrible.

You can avoid a situation like Uber’s!

Be proactive, properly train your teams and mangers, set clear expectations, and develop an intentional culture based on core values.

Don’t allow unacceptable behavior to go unaddressed. If you ignore it, trust me, it will not go away. It will only get worse and more difficult to handle.

I’ve dealt with situations just like this before that went unaddressed and they are not pretty, my friend.

It’s important to follow through on your word. It’s your job to ensure that every single employee feels comfortable, valued, and safe at work. Don’t think about the consequences of losing a “high performing” employee, like in the Susan Fowler case, who’s behaving inappropriately. Think about the impact that keeping someone like that on your team will have on your employees and on your company’s culture.

One sure fire way to destroy employee trust, respect, and morale, is to fail to address issues.

I’ll leave you with this last thought:

Managers do things right. Leaders do the right thing.

— Warren G. Bennis —

Let’s do the right things together!

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What makes a great HR Partner for Entrepreneurs?

HR Partner for Entrepreneurs

What makes sproutHR a great Partner for Entrepreneurs?

Today’s blog is a bit different from what I’ve been writing in the past. Since we’re heading into a new season (it’s almost fall, y’all – my favorite season!) I thought we could chat for a hot minute about…me (yikes!).

Hey there, I’m Ashley Cox, the HR Partner for Entrepreneurs sproutHR!

The HR Partner at sproutHR

If you’ve been following me for any length of time, you know I’ve been in Human Resources for over 10 years. Well, I recently hit the 11 year mark, so I guess I’ll have to officially switch my verbiage up now! 😉

But what exactly does that mean? And what have I done?

And more importantly, why should you care? 

Today, I’m going to share some things to help you better understand how I can help you. I’ll also share why my experience and background really should matter to you and the future of your small biz!

Sometimes, experience matters – a lot!

Without boring you completely to tears, I want to share a bit about the kind of HR experience I have. Because it’s important for what I do at sproutHR and how I help my clients with HR in their small businesses.

There are a ton of different functional areas in HR. Some people have very limited experience in one or many areas.

Maybe someone has been a professional recruiter for years, focusing on the recruiting and hiring processes. Another person may have only worked in benefits and compensation – which means they know what it takes to put together a killer compensation plan. But these individuals may not have all the experience you need (or that you could benefit from) in your business.

I’ve been fortunate to have worked in every area of HR, including:

  • business management + strategy
  • workforce planning + employment
  • training + development
  • benefits + compensation
  • employee + labor relations
  • risk management

Sure, anyone can hire a team…or give you tips on hiring a team based on what they’ve learned themselves. But can they help you in all of the areas mentioned above AND are they qualified to help you in this critical aspect of your business?

Luckily for you, I can and I am! 😉

I love helping small business owners, just like you…

  • create strategic hiring plans for your business that align with your big goals
  • navigate the complex world of employment regulations and requirements, so you can stay out of hot water with the IRS
  • determine how to on-board and train your team effectively, so they’re productive and profitable right from the start
  • outline compensation plans and benefit options that set you up as competitive and attractive employer
  • walk you through how to handle employee issues (from tardiness and absences to sexual harassment and more) – and protect you and your business
  • avoid risk and liability in your business with intentional plans and documents

How am I qualified to help you?

I spent many years working for Kroger, the largest grocery retailer in the U.S. (and a Fortune 25 Company), primarily in leadership and HR. Most recently, I spent a couple years working in the HR department at one of the J.Crew distribution centers.

I know a thing or two about the grocery business, retail, working with vendors, distribution, food production, food safety standards, the fashion industry, product handling and shipping, customer call centers and more. I have a great deal of experience working with all things HR-related in these companies and have also worked in union and non-union environments, on both the employee and employer sides.

At Kroger, I was selected to work on small teams to develop several company-wide programs, including a new hire on-boarding program, a 17-week management training program, and two complex internship programs that are still in use today.

Not only do I have the experience to help you tackle your HR needs, solve problems, and prevent future issues from arising, I also have a great deal of training and education in these areas.

Certifications that make a difference.

In addition to my B.S. Degree in Business Administration from Concord University, I hold two nationally recognized professional HR certifications, the PHR (Professional in Human Resources) and the SHRM-CP (Society for Human Resource Management – Certified Professional), that took a great deal of commitment (and big, scary exams!) to achieve and maintain.

Now, I know these letters don’t mean much to you, but my certifications require me to keep my knowledge up-to-date through continuous learning, training, and practicing. Which means, you can rest assured that when we work together, you’re getting the most updated, accurate, and relevant information and help from your HR Partner!

I’ve been there and led a team, too!

I also have experience being a leader myself. I learned leadership from the ground up and fully believe that the best way to learn anything is to jump right in. Learning is a continuous journey and leadership is no exception!

I’ve led teams of one and I’ve led teams of 400+ employees. I’ve experienced the self-doubt, the nerves, and the forehead-slapping moments of leading teams. And I’ve learned a thing or two along the way.

I’ve also taught leadership development for many years to new leaders all the way up to senior executives and VPs of large organizations. Not only can I do the thing, I can teach you how to do the thing! And it’s based on a mix of real-life, personal experience along with formal training, education, and continuous development of my own skills.

Why small businesses?

I’ve spent the majority of my career working for large corporations. But I’ve spent my life shopping at and supporting small businesses.

I have a passion that runs deep for individuals who have the courage to set out on their own, start something from from nothing, and create a business and a life they love. I not only want to do the same for myself and my family, but I want to support others who are on this journey, as well. And what better way than to share my love for and knowledge of HR!

My clients benefit from intimate one-on-one conversations. I tailor each conversation to their specific and unique business. Together, we craft strategic plans to grow their business and their team together, focusing on their unique strengths and working through any challenges.

Just read what Sarahna Fernandez of Simply Organized Weddings recently had to say about our work together:

“I had such an amazing and completely useful strategy chat with Ashley! In just a very short time she was able to not only help provide such clarity about what my next steps should be, but she also totally made me feel at ease and bolstered my confidence in approaching my HR challenges. I was beyond impressed with her extensive knowledge of HR management, and her overall approach to solving problems.”

Thanks for taking the time to read a little bit more about how I can help you by being a trusted, reliable, and dedicated HR Partner for your small business! Want to learn more about how I can help you with HR for your small business?

Let’s hop on a free discovery call! Click here to get started!!

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5 Important Benefits of Quality Job Descriptions

5 Important Benefits of Quality Job Descriptions

5 Important Benefits of Quality Job Descriptions

Job description – the phrase itself just seems so “corporate-y,” right? You might feel like it’s a worn out old document or a big company practice that just doesn’t fit your small, creative business. But you’re underestimating it’s mighty power if you think this way!

I happen to love job descriptions – like L.O.V.E. them! 😍

Job descriptions can save you countless hours of precious time, loads of sanity and time spent questioning yourself, and can back you up in the future in cases of legal troubles. Job descriptions are all that and a bag of chips, my friend! #ilovethe90s

But the key here is that I love QUALITY job descriptions.

Quality Job Descriptions are Key

“Whadaya mean by ‘quality job descriptions,’ Ashley?” I mean that your job description needs to be full of the specific details of the job – and not just a bunch of fluff!

Don’t get me wrong, I’m all for making work fun and infusing our businesses with tons of personality, which is one of the reasons I love being my own boss! But that doesn’t mean we have to sacrifice quality for character.

Avoid The Fluff!

Let’s take a look at a few things I’ve read in actual job descriptions that have made me cringe (and that you should avoid at all costs!):

  • Must love cupcakes (or puppy snuggles, pizza, the color pink, etc.)

These things have absolutely nothing to do with the job you’re hiring for and could actually cause you to discriminate against highly qualified candidates (yikes!). Unless you’re hiring someone to work as a taste tester for a cupcake shop, leave these types of fluff statements out.

  • Able to help me with ALL THE THINGS

What exactly are ‘all the things?’ And how do you know when you’ve found the person who can do those things? Not only is this impossible to hire for, it’s also confusing and demeaning to applicants. Just don’t!

  • Needed: Social Media Guru (or Rockstar, Ninja, Genius, etc.)

These terms are fun to use in jest, but again, they don’t really explain anything. Have you ever thought about this? One person’s guru might be another person’s average employee. #thingsthatmakeyougohmmm When you’re specific about what you’re looking for, you’ll find the right person for the job. Flattery is not the way to go about finding them, though.

  • Must have a great personality – I can teach you the rest!

I agree that attitude is a big deal, but the person also needs to have at least some skills. Attitude is hard to gauge when someone’s on their best behavior (a.k.a. – in an interview with you). And do you really have time to “teach them the rest” since you’re hiring help? Probably not! Hire someone who’s better than you at the job you’re hiring for and then let them do it. 😉

 5 Important Benefits of Quality Job Descriptions

Now that we’ve gone over what *not* to include in your job description, let’s talk about what a QUALITY job description can do for you!

  1. Attract the Right Candidates

    When you include specific, detailed, and relevant information in your job description, you’ll attract better candidates who know what you expect of the person you hire for this position. They’ll be able to better understand whether or not they can meet those expectations and you’ll get a better pool of qualified candidates to consider!

  2. Ask the Right Questions

    A good quality job description will help you create interview questions that guide you to hire the right person for your team. If you’ve include something like “help me with all the things,” that will be hard to articulate into an interview question “So, Sarah, tell me about how you can help me do all the things.” What?! That’s completely unhelpful! (Need more help with asking the right questions? Check out this blog post that I wrote all about How to Interview with Confidence and Heart!)

  3. Set Clear Expectations

    Once you hire your new team member, you’ll be able to use the job description to go over the position, tasks, and responsibilities with your new team member and help them learn what’s expected of them in their new role. No more guessing or trying to figure it out as you go! Plus, they can use the job description as a guide for when they have questions or aren’t sure what to do next. Total win-win.

  4. Create Goals that Matter

    Creating a quality job description also allows you to help your team members set goals that matter and that are in alignment with the overall goals of your business. This will help your team feel connected to the business, see how they’re making significant contributions to your team, and have a clear understanding of how what they do really does matter.

  5. Hold Your Team Accountable

    When things get off the rails (and they will if you work with a team of people long enough), a job description can easily help you get your team back on track. No more, “don’t you remember that conversation we had 7 months ago?” Now you can simply refer back to the job description as a reminder and do it with confidence and heart! (Still get the heebie jeebies when you think about having those hard conversations with your team? Learn why it’s important to share tough love with your team and my favorite no-fail method in this two-part series here and here!)

There you have it! The 5 Important Benefits of Quality Job Descriptions. Whether you’re getting ready to hire for the first time or you have a team in place already, it’s never too late to get a quality job description in place! I work with clients all the time who want help creating this important tool for their business, so they can be better leaders.

If you need a job description for your business, you can grab the same template I use when I work with clients in the sproutHR Template Shop! Want a little more one-on-one help? Grab a free spot on my calendar today!

Happy Sprouting! 🌱

Ashley

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Why Your Unpaid Intern is Probably Illegal

Why your unpaid intern is probably illegal

Why Your Unpaid Intern is Probably Illegal

You’re working hard building your business and could really use some extra help. Although you’re doing well, you’re not making a fortune, so you don’t have a lot of extra cash for new business expenses.

As you’ve been scrolling around in Facebook Groups, you’ve seen a lot of other businesses talk about bringing on unpaid interns. You think to yourself, “That sounds exactly like what I need!“

You’re excited at the possibility of getting some much needed help in your business – without having to add any extra expenses.

It almost seems too good to be true…

Because it is.

Did you know that hiring unpaid interns might violate state and federal labor laws?

I get it. You’re strapped for time and cash. And the very idea of getting just a little bit of relief makes you want to jump for joy. Seeing other people get the help they need without spending a ton of money seems like a dream come true.

What you might not know is that most of the small businesses you see doing this are probably doing it illegally. And I bet that many of them don’t even know that what they’re doing is wrong.

Click here to schedule for your free 20-minute strategy call today!

Don’t believe everything you read online.

The great thing about the internet is how easy it is to share information.

The bad thing about the internet is how easy it is to share information.

We all know that we shouldn’t believe everything we read on the internet. Unfortunately, even the most savvy us fall into this trap now and again.

One of the things I love most about being in this online space is that people are very willing to share the behind-the-scenes of their businesses. They share struggles and victories, what hasn’t worked and what has. And I’ve seen this to be true with hiring a team, too – whether they’re hiring contractors, employees, or interns.

But you have to remember that most of these small business owners have been figuring things out as they go along. Just like you. They might not have any experience in hiring or even know that there are laws that govern how a business can hire.

Most businesses who have hired unpaid interns, have done so in order to avoid the costs of hiring an employee. They look at it as a way to get the work they need completed, without adding any more expenses. That’s what interns are for, right? Wrong.

Internships are designed to benefit the intern – not the business.

Internships in the for-profit, private sector are most often viewed as employment, which means that you’re required to pay your interns minimum wage and overtime.

Why? If the work that the intern is doing for your business is the same type of work you would hire an employee for and you’re directly benefiting from that work, then they’re classified as an employee under state and federal labor laws and you should be paying your intern.

The laws around hiring interns are very clear. These laws are governed by the U.S. Department of Labor’s (DOL) Wage and Hour Division. I know this can all sound pretty intimidating, so let me break it down for you in layman’s terms.

There are 6 criteria that you MUST meet in order to qualify to hire an unpaid intern:

  1. The internship should be similar to training that would be given in an educational environment (i.e. college), in addition to performing normal business tasks.
  2. The internship is for the benefit of the intern – not your business.
  3. The intern isn’t a replacement for hiring an employee and must work under close supervision of current team members.
  4. Your business gains no immediate advantage from the activities of the intern. The intern may actually disrupt or hamper your regular operations.
  5. The intern isn’t necessarily entitled to a job at the end of the internship.
  6. The employer and the intern understand that the intern is not entitled to wages for their time in the internship.

(Source: U.S. Department of Labor, Wage and Hour Division)

In order to hire an unpaid intern, your internship must meet ALL of the criteria listed above. If it does, then this means that an employment relationship does not exist under the Fair Labor Standards Act (FLSA) and the Act’s minimum wage and overtime rules do not apply to the intern.

Click here to schedule for your free 20-minute strategy call today!

Why your unpaid intern is probably illegalPhoto: Women of Color in Tech

Still feeling skeptical?

I promise I’m not making this up – I’m just sharing it with you, so you can hire legally and protect your small business. Read Fact Sheet #71 by the DOL’s Wage and Hour Division, which talks about Internship Programs Under the Fair Labor Standards Act.

The 6 Criteria outlined above, which are also included in Fact Sheet #71, are difficult to meet if the employer wants to avoid paying minimum wage and overtime. In addition, interns cannot waive their right to be paid. If you want to claim that your intern isn’t an employee under the FLSA, you must be able to prove that all criteria have been met. (Source: Society of Human Resource Management)

Play it safe!

To sum it all up, if you’re hiring an intern and you’re a small, for-profit, privately-owned business, then you should very likely be paying your intern. With this comes the additional financial responsibilities of hiring an employee, which includes paying income taxes, social security, medicare, and more.

If you’ve been considering hiring an unpaid intern in your small business, make sure you understand the laws before you do! You don’t want to end up facing the penalties for violating stated and federal labor laws.

Need some help figuring all of this out and keeping your business safe? I’m a duel-certified HR Professional with over a decade of experience. I’ve been a trusted HR advisor in a Fortune 25 company, relying on my knowledge and experience with employment law. When you work with me, you can rest assured that you’ll be getting the right information for your business!

Click here to schedule for your free 20-minute strategy call today!

Disclaimer: This article has been written for informational purposes for small businesses located within the United States. I am not an attorney and am not providing legal advice or counsel. The information shared within this article has been sourced from U.S. Government sites which govern wage and hours laws for citizens of this country, as well as professional Human Resources associations. The information in this article was written in May 2017.

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10 Reasons Why You Really Do Need an Employee Handbook

10 Reasons Why You Really Do Need an Employee Handbook

Note: An employee handbook should ONLY be given to true employees of your company. It should never be shared with Independent Contractors. This may constitute an employer/employee relationship with them, which could end up causing you a good deal of legal grief.

10 Reasons Why You Really Do Need an Employee Handbook

Employee handbooks are an important part of a growing team. Today, I’m sharing 10 reasons why you really do need an employee handbook.

I know what you’re thinking:

  • Employee handbooks are for the corporate world!
  • They’re stuffy, full of legal jargon and technical terms, and they don’t really mesh with my company vibe.
  • I don’t want my team members to feel like they’re being suffocated with policies and rules.
  • Do I really need employee handbook with such a small team? It seems kind of silly!

I’ve also heard you say things like:

I…

  • want to create a good company culture!
  • want to encourage team and personal development.
  • don’t know how to hold my team accountable.
  • thought I made (insert policy/guideline) really clear when I hired them! Why is this an issue?
  • no clue how to handle (insert employee issue, such as attendance, behavioral problems, etc.) I have going on right now!

You can potentially limit or totally avoid many of these issues through the use of an employee handbook. And when something does come up, you’ll be prepared to handle it confidently and consistently.

Click here to schedule your free 20-minute strategy call today!

A Simple, But Powerful Business Tool

When used correctly, an employee handbook will help you develop an intentional culture, enhance communication, establish expectations with your team, and hold them accountable to those expectations.

Think of the tools you already use in your business:

  • Project Management: Asana, Trello, 17 Hats
  • Accounting: QuickBooks, Wave Apps, FreshBooks
  • Social Media Scheduling: Later, Buffer, Planoly

An employee handbook is simply another powerful tool to help you streamline your processes, create efficiencies, and protect your business!

What is an Employee Handbook?

An employee handbook is a tool to help you communicate with your team members how they can best work with your company. It’s designed to speak directly to them. It should be written in a clear, straightforward manner, that’s easy to navigate and reference. Your employee handbook can be a physical document or it can be electronic (just make sure to lock down the permissions, so that your team members can’t make changes!). In either format, you should always have your team members sign off that they have received, read, and understand the employee handbook – and have them sign off again when you update it, too!

You should cover basic policies and employment-related procedures in your handbook. It’s not meant to be an all-encompassing document, otherwise, it would be 1,000 pages long – yikes! Your handbook should cover the basics that anyone might have a question about when being hired for a new job.

And if these aren’t enough reasons to add one to your business today, keep reading below for 10 reasons why you really do need an employee handbook!

Click here to schedule your free 20-minute strategy call today!

10 Reasons Why You Really Do Need an Employee Handbook

1 – Introduce employees to your culture, mission/purpose, and core values

An employee handbook is a wonderful way for you to make a great first impression. When done correctly, it helps introduce your new team members to your company. It should reflect the culture and personality of your company. Use it to share your company history (including why you started the business!), your mission or purpose, and your core values. Set the stage for kind of great company your new team member has joined!

2 – Set expectations for your employees

This is one of your best opportunities to set expectations with your new team members. Expectations for time and attendance, customer service, appropriate/inappropriate behavior, and yes, even disciplinary procedures should all be included in your employee handbook – even if you just have one team member. Set the expectations clearly up front and you can avoid potential issues later on or at least have a chance to handle them more easily.

3 – Educate employees on what they can expect from you and your company

Leadership is a two-way street. You should be setting expectations for your team members, but you should also be sharing what they can expect from you and your company. Use your employee handbook to share important topics like payday, training, ongoing support, performance reviews, and more!

4 – Ensure clear and consistent communication with all employees

No more forgetting what you told each team member and no more room for ambiguity! One of the biggest reasons employees file suit against their employers is due to discriminatory practices. You might think, “I’d never discriminate against anyone!” And your intentions might be good and pure. However, it’s easy to do when you have no clear way to communicate policies, procedures, and expectations with your entire team. A handbook is a guide for your whole team and can also provide protection for you and your company in the case of a disgruntled employee (see #8 below).

5 – Compliance with federal and state legal requirements

There are certain legal obligations that you have as an employer. And there are certain laws that you must communicate with your employees. Yes, even if you have just one employee. An employee handbook – whether in hardcopy or an online version – is your opportunity to maintain compliance by sharing this information with your team.

Click here to schedule your free 20-minute strategy call today!

6 – Communicate important company policies

Have you ever started a new job and had a million questions running through your mind like, “What should I do if I/my child become sick?” and “How do I request time off?” or “Do I even get time off?” Sure you did, we all do! An employee handbook can provide you with a place to house all of the answers to these questions. And it also helps you provide clear and consistent answers to those questions with each team member (see #4 above).

7 – Highlight any benefits or special perks you offer

Another great reason to have an employee handbook is so you can share the benefits and special perks you offer to your team members. Required benefits you have to provide (yes, there may be benefits you’re legally required to provide) or extra perks you’ve added (like that fun retreat you take your team on each year!) should be included. This is your chance to highlight the good stuff that will encourage engagement and loyalty – and make your team members feel really great to work for you.

8 – Provide valuable legal coverage in the case of a disgruntled employee

A handbook is one of the best ways to protect your company from employee complaints and lawsuits. If you clearly and consistently communicate via your handbook, and you have all of your team members sign off on it, then you have the protection of this document on your side (as long as you implement and follow the policies you’ve outlined). Make sure you’re covered with a solid handbook!

Word of Caution: In most states, employee handbooks are viewed as legally binding agreements or contracts. Wording is very important when creating a handbook and could lead to more harm than good. Make sure to have your employee handbook reviewed by and HR Professional or Attorney.

9 – Guides employees on how to handle various situations

Most employee handbooks provide some guidance on how team members should handle problems they might face at work. What is the policy on sexual harassment (from fellow team members or customers)? Who should they report concerns about drug or alcohol abuse to – and will their report be anonymous? Most employers cover these types of situations through an Open Door Policy, encouraging their employees to report issues anonymously to them and without fear of retaliation.

10 – It will make your life easier!

No more trying to remember what your policies are or what you told one employee versus another about how vacation works. An employee handbook houses all of this important information about the way you do business and manage your workforce. It empowers your team by putting the answers right in their hands. When they don’t have to look up the answers for themselves, they’re not running to you every time they have a question. Saving everyone time and frustration.

There you have it – 10 reasons why you really do need an employee handbook! If you don’t have an employee handbook, but you have a team (or your team is growing soon), I’d love to help you create one for your unique business. Simply click the link below to schedule your free 20-minute strategy call with me to discuss your employee handbook needs today.

Heck yeah, I need an employee handbook now!

Happy Sprouting! 🌱

Ashley