Joseph Quinn was quoted in a SHRM article discussing best practices for effectively communicating employee handbook policies. Regular updates and ongoing communication are essential to ensure policies are understood and employees know what is expected of them. Employers are encouraged to use user-friendly language, organize policies logically, and consider translating them for non-English-speaking employees. Frequent reviews of handbooks help keep them current with legal requirements and trends, such as the use of generative AI. Joe also emphasized that proactive communication through employee orientations or HR bulletins can help ensure employees are aware of policy changes.

To reduce morale issues, employers should carefully communicate any changes to the handbook, explaining the reasons behind them. Joe noted, “In some situations, employee feedback can be solicited and considered. Even where that is not practicable, however, the explanation of a rationale for the change will go a long way toward dissipating such ill will.” He also highlighted the importance of repeated communication and dynamic training to ensure employees understand expectations. He suggested, “Attempts to solicit employee involvement by submission of written suggestions has a poor track record of success. Instead, it is better to require attendance and then solicit participation.” Joe shared best practices for implementing handbook policies, including ongoing communication, training, and careful documentation to ensure consistent understanding and compliance.

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