What’s the Difference Between a Handbook and a Culture Book?
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In most cases, a handbook is not required by employers. Our question is, why wouldn’t we take the time to outline our expectations, set employees on track, and proactively communicate? Let’s go through the difference between an Employee Handbook and a Culture Book. Whether you have one of these in need of some updating, or you don’t have one at all, we’re here to help!
Employee Handbooks
These are designed to do two things; inform employees of their rights, and outline expectations. Traditionally, Employee Handbooks range from 50 to 100+ pages, and covers every aspect of employment from hiring to firing. One of the most effective policies we recommend in an Employee Handbook is the Code of Conduct. See the example below.
Code of Conduct
The Code of Conduct provides a non-exhaustive list of unacceptable behaviors for employees and clients on the company’s premises or when conducting company business. Any violation of this Code may result in corrective action, up to and including termination. All suspected violations of the Code of Conduct should be brought to your direct supervisor. or Human Resources immediately.
Unprofessional or inappropriate behavior toward the Company, a co-worker, a partner, or a client.
Unlawfully distributing, selling, possessing, using, or being under the influence of a controlled substance, including the misuse or abuse of prescription or over the counter drugs or supplements.
Insubordination by refusing to complete a reasonable assignment of a manger.
Disregarding or being late on work-related deadlines.
Publicly denouncing/endorsing a political subject, candidate, or topic on behalf of the Company without approval.
Having an unauthorized weapon, of any kind, at the workplace.
Abusing property belonging to the Company, vendors, clients or co-workers.
Use of profane, disrespectful, or indecent verbal language or body language.
Etc.
The good thing about Employee Handbooks, is that they are taken seriously. These expectations are designed to be black and white, with no gray unless it was on purpose. It provides a road map for consistency in employment even if employees have different managers. Do you want a book to outline which disciplinary process is next? Or whether someone's ex-step-uncle twice-removed is covered in the bereavement policy or not? Then an Employee Handbook is for you!
Culture Books
These are designed to highlight an organization’s culture, perks, and benefits. Additionally, we can outline high-level expectations built off the assumption of “if you don’t abuse it, you won’t lose it”. This allows employers the opportunity to be fair and make calls based on the information they have at any given time. Flexibility for employers is key in this area! Instead of the Code of Conduct you might see in an Employee Handbook, a Culture Book might have a No-No List. See the example below.
The No-No List
All employees are expected to conduct themselves in a professional manner, use common sense, and always comply with team’s policies. Following are some specific examples of conduct we can’t condone. Naturally, this list cannot be all-inclusive, but we gave it our best shot:
Disrespectful behavior; Be nice
Being late; Be on time
Poor performance or behavior; Give it your best effort
Theft or damaging things; Treat it like you own it
Dishonesty; Tell the truth, the whole truth, and nothing but the truth
Fighting or yelling; Stay calm and talk it out
Reckless or inconsiderate conduct; Treat others the way you want to be treated
Excessive absences, tardiness, or not calling off: Life happens, let us know
Etc.
The good thing about Culture Books is that they are more likely to be read than an Employee Handbook. Culture books allow the employer to use their own perks, quirks, and logos to set up an employee-friendly environment. We start with or develop your unique values and stay positive, so we can be productive! What does your dream culture look like? Start by getting a Culture Book!
There is no one-size fits all approach, and handbooks are completely optional in most cases. We encourage employers to think about what matters to their organization, what is being abused, and what the ideal working environment is. Contact us today to get something in the works. We have the tools, templates, and questionnaires to get you started!
By Samantha Rogers