It’s not that surprising that few people actually read employee handbooks.
HR managers could give the person who spots the strange clause a prize however, the likely low number of employees who will notice goes to show that the handbook isn’t being read in detail. Kris Dunn, author of The HR Capitalist blog, suggested testing the attention spans of employees by sneaking strange or even outrageous expectations into the handbook disclaimers.įor example, one of Dunn’s more creative ideas includes this clause: “If the employee quits within 3 months of hire, he has to wash the HR Director’s car weekly for a six-month period after leaving your company.” Many HR leaders are so certain employee handbooks don’t get read that they’ll recommend running an experiment to prove it. Or, worse yet, they’ll simply ignore what’s in the handbook, leading to disasters large and small.
Rather than internalizing everything from your carefully created document, employees will likely come to the HR team to ask the same old questions, over and over again. What people do instead of reading your employee handbook It’s a great opportunity to tell the organization’s story, hone an internal brand, illustrate the mission, and emotionalize HR processes.Īt least, that’s what it’s great for in theory.
They want to give employees all the information needed to be successful at the company. When an HR team writes up an employee handbook, they’re starting with the best intentions.
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