Considering how disruptive 2020 has been, did your employee handbook manage to keep up? This is the season when employers engage in routine strategic planning for the upcoming year, and revising your handbook as part of that process can help you assess which policies helped the business to perform well. Updating can also help identify needed policy changes for employees to align with strategic direction in 2021. To help you stay one step ahead, here are some helpful tips from REDW Human Resources Consultant Lisa Enkoff.
For Your Employee Handbook Review…
Modernize & Update Your Employee Handbook Policies
An updated employee handbook provides a win-win foundation for everyone: Leaders manage from a foundation of updated, compliant employment policies, and, in turn, employees know what to expect in the workplace and can build trust in their leaders. Refreshing language, references, and updating standard policies help operations and human resources leaders to increase engagement with employees. A strong workplace culture is built upon compliant, consistent policies, which also ultimately decrease turnover costs for the organization.
Stay Nimble By Ensuring Compliance & Minimizing Risk
Employment laws and advisories from regulatory agencies continue to evolve at the local, state, and federal levels at unpredictable rates due to the wavering conditions of the health crisis and its effects on the economy. Ensure your organization stays nimble in regard to continually updating governmental policies—particularly in areas of remote work, leave, safety, and security. Noncompliance with local, state, and federal safety laws and work leave policies could lead to legal and financial complications.
To mitigate risk and keep your remote workforce cyber-secure, catch up on some of our latest blogs regarding essential cybersecurity steps for remote work and double-duty work/personal devices.
Optimize Social Media Use
The various and important struggles our nation has faced in the last year have elevated the voice of the individual and the business brand—what is said by either, especially on social media, impacts your community. And what your employees have to say while publicly connected to your business can reinforce strength for your brand or slowly dismantle it. Make sure your employee handbook is made complete with a social media policy that is comprehensive, specific, and utilizes clear language to protect your business’ reputation in the community.
How REDW Can Help
If you have questions regarding assessment of your current employee handbook policies, please contact Human Resources Consultant Lisa Enkoff. Find out more about the many other beneficial services offered by REDW Human Resources Consulting experts, here.
More about Lisa Enkoff
Lisa Enkoff, MILR, SPHR, Human Resources Consultant
Experience: Lisa joined REDW’s Human Resources Consulting practice in September 2020 as a Human Resources Consultant. She has more than 20 years of experience in diverse HR roles in the financial services, banking and hospitality industries. Lisa provides consultative guidance and experience in the following areas:
- Design and implementation of operational strategies for Human Resources, including recruitment, employee relations, leadership development, performance management, training, and compliance.
- Employee relations, including policy design and implementation, employee engagement, compliance assessments, and investigations.
- Business start-up and process improvement, to include establishment of HR and Payroll Departments, as well as organizational development.
Education, Credentials and Community Involvement: Lisa holds a Master’s degree in Industrial and Labor Relations from Cornell University, and graduated magna cum laude with an A.B. in East Asian Languages and Civilizations from Harvard University. Lisa is a member of the Society for Human Resource Management (SHRM), and holds the Senior Professional in Human Resources (SPHR) certification from the HR Certification Institute.
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