There are now more job postings than there are unemployed applicants, which means that candidates have all the power.
You can, in other words, afford to interview the company just as much as it's interviewing you. My recommendation, having worked as an HR executive for more than 35 years: When your interview inevitably asks whether you have questions, ask to see the company handbook.
Policies within the handbook will tell you how the company really feels about its employees.
Keep an Eye Out for Red Flags
Handbooks often include a collection of conduct rules meant to control the behavior of marginal employees. They might be written in a strict “thou shalt not” form, forbidding falsified information, possession of illegal or dangerous items on premises, theft, or violence. It’s not uncommon to see these archaic policies written in legalese across eight pages.
A great employee handbook will avoid language that assumes team members are childish or out of control, and it won’t be overly restrictive with blanket rules created after the actions of an outlier employee. General Motors’ employee handbook, for instance, used to include 10 full pages about appropriate dress. When CEO Mary Barra took the helm in 2014, she created a dress code policy — one that’s less of a red flag — by replacing the detailed section with just two words: "Dress appropriately." If she was supposed to trust employees when it came to manning $10 million budgets, Barra said, she should certainly trust them to dress appropriately for the workplace.
Similarly, policies that define leaving early are an indication you’ll be micromanaged.
When you’re looking at your potential employer’s handbook, you should also watch for clear signs you’re dealing with a negative company culture. “Progressive discipline” policies are not only ineffective, but they're also dehumanizing. Any company that supports these policies is old-fashioned, and its leaders have a dim view of their teams.
If a potential employer asks employees to sign the handbook, there’s only one reason: Leadership doesn’t trust them, and it thinks they’ll violate policies. Making new employees confirm they’ve read the handbook relays negative assumptions about them from day one.
Find the Positives
A great employee handbook should be based on positive assumptions about the people working at the company instead of rules or procedures.
The tone of a good handbook is not convoluted or jargon-filled. It should be written by adults for adults in simple, easy-to-understand language. Rather than list after list of policies, it should contain nuanced guidelines that assume employees will use common sense and good judgment.
Last year, The New York Times published its social media guidelines for employees, which are a good example of policy rooted in positive assumptions and respect. It’s clear these guidelines were written by a cross-functional team who considered employees as equals. At the tail end of these policies, for instance, there is a “Still Unsure” section, which asks readers a series of questions to help them decide whether they’re posting appropriate content. A company that leaves those responses up to its employees as they run through guidelines shows trust in its team’s abilities to make good judgments.
The best companies don’t need to regulate every negative situation; they simply have high expectations for conduct. Real leaders use their employee handbooks to show respect for their teams. Workplaces that respect employees generally expect team members to act in the company’s (and their colleagues’) best interest.
Ask to see the employee handbook before signing any agreements; you’ll be glad you did.
Sue Bingham, founder and principal of HPWP Group, has been at the forefront of the positive business movement for 35 years. She’s driven to create high-performing workplaces by partnering with courageous leaders who value the contributions of team members. Bingham also wrote a bestselling Amazon book, “Creating the High Performance Work Place: It’s Not Complicated to Develop a Culture of Commitment.” She also contributed to “From Hierarchy to High Performance,” an international bestseller.This article originally appeared on Quartz at Work.
FAQs
Before accepting a position, you should always ask to review any employee handbooks, rule books, or anything else you will be required to abide by, in addition to anything you must sign to accept the position.
Why you should read the employee handbook? ›
A well-written handbook provides employees with a clear understanding of their responsibilities. The handbook also serves as a compass for the organization's policies and procedures. For example, it advises employees what the procedures are for requesting time off or a vacation.
How can a company ensure that employees have read the employee handbook? ›
Lunch and Learn: Organize lunch sessions where employees can discuss and ask questions about the handbook. Offer free lunch as an incentive. Manager Involvement: Encourage managers to discuss the handbook during team meetings and to follow up with their team members to ensure they've read it.
Why is it important for new employees to read their employers policy and procedure manual? ›
With an up-to-date, comprehensive handbook, employees always know what is expected of them and how they can contribute to the business. They understand workplace policies and procedures. They know how management will address problems and complaints.
Is it OK to ask for time before accepting a job offer? ›
Alternatively, you could ask for a few days to consider the offer. Taking two or three days before giving your final answer is perfectly reasonable, and chances are, the hiring manager isn't expecting you to have an immediate answer.
Can I ask questions before accepting a job offer? ›
But throughout the interviewing process, and before you accept an offer, it's important to slow down and ask some thoughtful questions to make sure the offer, role and company are each a good fit. While you do that, keep in mind that recruiters and hiring managers don't find questions annoying.
What is the main purpose of an employee handbook? ›
An employee handbook (also called a company handbook) helps employees get acquainted with everything they need to be successful and safe in the workplace. For instance, it provides guidance and information on a company's: Mission, vision, and values. Policies and procedures.
Do employers have to follow the employee handbook? ›
California does not require employers to have a handbook. However, if you create a handbook, there are policies that must be included.
When should you ask for an employee handbook? ›
My recommendation, having worked as an HR executive for more than 35 years: When your interview inevitably asks whether you have questions, ask to see the company handbook. Policies within the handbook will tell you how the company really feels about its employees.
What should be avoided in an employee handbook? ›
Avoid using language that may lead employees to believe their employment is not at-will and they may only be disciplined or terminated for cause. Realize that the handbook may serve as evidence in either supporting or defending against an employment law claim.
Use a Credible Source. Employees who read work instructions need to feel like they're written by someone who knows what they're talking about. Ideally, that someone should have experience carrying out the processes. Or, they could collaborate with someone who does have experience.
Is a company's employee handbook confidential? ›
Key Takeaway: Employee handbooks contain confidential information that should be kept secure to protect the company from legal implications and reputational damage. Companies can use password-protected online portals or omit sensitive material to keep employment handbooks confidential.
Why is it important that you read and understand the policies and procedures? ›
Policies and procedures keep operations from devolving into complete chaos. When everyone is following policies and procedures, your organization can run smoothly. Management structures and teams operate as they're meant to. And mistakes and hiccups in processes can be quickly identified and addressed.
Why is it important to include the employee handbook in your onboarding session with new hires? ›
It should give them an overview of your company culture, work environment, company policies, and any info to make their onboarding smoother. It's perfect for including as part of your preboarding package—the comms you should be having with every new employee prior to their start date.
Does a company have to give you a handbook? ›
Are employee handbooks required by law? It's not legally required to provide an employee handbook. However, state and federal laws require you to provide employees information about paid time off (PTO), sick leave policies, workplace rights, and protections.
How enforceable is an employee handbook? ›
Generally speaking, an employee handbook is not a legally binding contract unless it explicitly states that it is. However, certain statements in the handbook can be interpreted as contractual promises if they are specific enough and imply mutual obligations between employer and employee.
What is an employer not allowed to ask? ›
We recommend that you avoid asking applicants about personal characteristics that are protected by law, such as race, color, religion, sex, national origin or age.
