"We need to update our employee handbook. Anyone want to take the lead on that?"
Sally Loftis, MSOD (she/her/hers)
Managing Director @ Loftis Partners | Pay Equity Expert
“We need to update our handbook. Anyone want to lead that project?” That question sounds about as fun as the icebreaker, “Tell us about your worst holiday experience.” However, updating your employee handbook doesn’t have to be a chore. In fact, more and more companies are transforming their handbooks from legal jargon to cultural artifacts of change.
What does that mean? Too often we design employee handbooks to read like a legal case against employees rather than setting expectations for new team members and describing the company culture in a positive light. While a legal review is a MUST for employee handbooks, you can also add language that affirms your company’s values and shares great employee experiences.
In this month’s newsletter, I will share the different ways that you can insert some culture change into your employee handbook while also staying legally compliant. Additionally, I will discuss the use of AI when writing handbook policies and share some resources to explore when creating or updating policies. You ready?
It’s a good idea to review your handbook annually to update any changes such as travel reimbursement rates and hybrid work policies. When I was an HR manager, I used January as my annual review of the handbook and labor law posters.
Since 2020, I’ve worked with many clients on updating their employee handbooks. The work typically breaks down into these categories:
I’ve worked on several handbook updates in the last 4 years. Here are the most common needs that my clients bring:
Updating your employee handbook doesn’t have to be a chore. In fact, I can work alongside you and create an employee handbook that’s accurate and something that employees will read and use. Schedule a free consultation call with me today.
I’m also working with a lot of clients who are using generative AI in their HR processes. Specifically, I’ve seen clients use generative AI (Ex. ChatGPT) to write employee handbook policies for them. I use ChatGPT every day, AND I need to warn you before you go “all in” with AI & HR.
First, let’s look at the generative AI definition. Generative AI is a type of artificial intelligence that scrapes data from publicly available resources and generates content for the user. For instance, I can ask ChatGPT (my preferred Generative AI platform) to write a job description for a manager with some specifics, and the platform will write a hearty job description for me. Using this tool increases productivity and creativity.
However, you need to confirm the integrity of the data sources for your Generative AI platforms. For instance, the free version of ChatGPT isn’t updated nearly as often as the paid version. So you could get something written from old data, such as an HR policy.
Step #1 - Know the data sources and limits of your Generative AI platform.
Experiment with the technology. Here are two ways to start:
Learning how to use Generative AI effectively is like riding a bike - once you get it, you will become more confident with every ride.
Step #2 - Experiment with the Generative AI platform as a group.
If you start using Generative AI, then your organization will eventually need to document the guidelines for how the platform will be used in the organization and how employees can use it. This kind of platform helps with communication, creativity, critical thinking/decision making, collaboration and the overall work experience.
It’s important to know how you plan to use Generative AI and when it can create problems. Here are some resources for you to research further:
Step #3 - Create a documented AI governance plan for your organization.
Y’all, AI is here to stay. We can either stick our heads in the sand and be left behind, or we can embrace change and become the pioneer of a new innovation. I’m choosing to be a pioneer. Find a real-life example at the end of this blog post .
"Pay transparency is more than legal compliance." That's a phrase that I use a LOT in client conversations.
What does this statement actually mean? I've created six stages to pay transparency implementation that 💪 builds trust 💪 throughout your entire organization.
Join me on Thursday, September 12, at 4:00pm ET to hear about the six stages of implementation and receive a free gift - a tip sheet by state and/or city after the webinar. 😲
This webinar will NOT be recorded so we can focus on the live discussion in a safe space. Sign up now . See you there!
I hope that you enjoyed The Fully Human | Resources Newsletter! Next month’s topic: Workplace Belonging - Does It Really Matter? I share a lot, so let's connect:
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