{"id":4548,"date":"2024-05-07T14:19:47","date_gmt":"2024-05-07T14:19:47","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=4548"},"modified":"2026-02-16T06:52:37","modified_gmt":"2026-02-16T11:52:37","slug":"use-your-handbook-to-improve-the-employee-experience","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/policies-handbooks\/use-your-handbook-to-improve-the-employee-experience\/","title":{"rendered":"Use your handbook to improve the employee experience"},"content":{"rendered":"\n
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by Brightmine<\/strong><\/p>\n<\/div>\n\n\n\n

Creating wonderful employee experience is essential to a successful talent strategy. And an employee handbook, though often seen as just a compliance obligation, can help. An employee handbook can play a key role in improving the employee experience by serving as a comprehensive guide for employees and setting the tone for the organization’s culture. <\/p>\n\n\n\n

In this guide, we offer key recommendations to help you leverage your handbook to improve the employee experience.<\/p>\n\n\n\n

Ask for employee input <\/h2>\n\n\n\n

Organizations often write handbooks in a vacuum. HR sits down, drafts policies, has the handbook reviewed by an attorney and\/or upper management, and then distributes the handbook to all employees. <\/p>\n\n\n\n

One step you can add that will make a larger impact on the employee experience is to get input from employees on the policies. Welcoming different viewpoints may empower employees to provide their thoughts without fear of judgment, leading to a more psychologically safe environment<\/a> and a more diverse perspective.<\/p>\n\n\n\n

Approaching employees for feedback on the entire handbook may be too big of an ask, so select specific policies that would benefit the most from employee input. Some policies are leadership or compliance driven and will not need employee input (e.g., confidentiality, discipline, overtime, etc.) but getting employees\u2019 thoughts on other policies, like attendance, dress codes and holidays, could help the organization be more responsive to employee needs. <\/p>\n\n\n\n

To help target specific policies, you can also reach out to employee resource groups (ERGs) and conduct voluntary anonymous employee surveys.<\/p>\n\n\n\n

Promote the organization’s “why”<\/h2>\n\n\n\n

An organization’s “why” is its purpose. It’s what motivates an organization\u2014and its employees\u2014to continue to push forward to deliver value to its customers or service recipients. Successfully communicating the organization’s “why” in the employee handbook helps inspire employees by connecting their individual work to the greater purpose of the organization. This, in turn, enhances the employee experience.<\/p>\n\n\n\n

To be effective, an organization’s “why,” which usually materializes as a purpose statement, can’t boil down to generic statements or platitudes like “bring as much value to our customers as possible,” or “continue to push the boundaries of innovation.” It has to speak specifically to what sets the organization apart. <\/p>\n\n\n\n

In addition to adding your “why,” directly to the employee handbook, you can also use it to guide and frame other policies or statements. For example, your “why” can inform the diversity, equity and inclusion (DEI) statement, or the environmental, social and governance (ESG) statement, both of which can also be included in the handbook alongside their respective policies. <\/p>\n\n\n\n

Include human-centric policies<\/h2>\n\n\n\n

When reviewing your handbook, consider employee needs and values as people, not just employees. Then, find ways to fashion human-centric policies that align with those needs and values.<\/p>\n\n\n\n

Doing this supports the employee experience by treating your employees as people first and employees second. It also communicates the entire value of what the employer has to offer, from pay and benefits to culture. This is particularly impactful for today’s workforce, which values work-life balance, career growth and recognition, and a work culture that embraces DEI.<\/p>\n\n\n\n

To align with employee needs and values, consider human-centric policies that address the following:<\/p>\n\n\n\n

Safe and inclusive culture<\/h3>\n\n\n\n

Policies that make it clear the organization seeks and supports a diverse and inclusive culture and will not tolerate discrimination or harassment of any kind are vital. This includes the following policies:<\/p>\n\n\n\n