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company policies

Most employee handbooks include policies like anti-discrimination,

confidentiality, code of conduct and attendance. Though those form the basis
of a functioning company, they may not be enough to create a happy
workplace. The best company policies don’t police. They give employees the
means to become more productive and engaged.

Here are three of the best company policies that ambitious companies are
adopting:

A social media policy

2016 was the tipping point for official social media policies: 51% of employees
now report that their employers offer guidelines for using social media at
work. These guidelines shouldn’t be draconian, though. While too much social
media activity might hinder employee productivity, banning or monitoring
personal social media use during working hours could create unnecessary
resentment.

Here’s what to keep in mind when creating your social media policy:

• Don’t ban personal social media use in the workplace. Social media activity
can benefit employees’ work, whether they’re connecting with customers on
LinkedIn or discovering useful advice on Twitter. If you’ve hired good
employees and are clear about what you expect from them, restricting their
use of social media would be counter-productive. It implies a lack of trust
that can damage their motivation and engagement.

• Separate use of personal and corporate accounts. Employers shouldn’t try

to control what their employees post on their personal social media. (It might
even be illegal to terminate employees due to their personal posts.) Several
U.S. states prohibit employers from asking for employees’ personal social
media login information. But, employees posting on corporate accounts
should follow some rules, since they represent their company.

• Be clear about your expectations. It’s a good idea to remind employees that
they’re bound by confidentiality, data protection and anti-discrimination
policies. And tell employees what the possible consequences of violating
your social media policy are. For example, could employees be fired for
spending too much time on Reddit?

The future’s ours to determine

COVID-19 has shifted the way we work – and some of it, permanently. Our New
World of Work survey found a great deal of uncertainty about the road ahead,
but that’s not necessarily a bad thing.

Read more in our report

A work from home (WFH) policy

Modern collaboration tools make working from home an attractive, cost-
effective option for employees and employers alike. Though some companies
remain hesitant about embracing WFH, most companies proclaimed as “best
places to work” provide flexible schedules and telecommuting options.

Here’s what to keep in mind when creating your work from home policy:

• Not all jobs will be eligible for this policy. For example, it makes sense for
office managers who run a workplace to be available and physically present
at specific times. Be clear about which positions are eligible for flexible work
arrangements and explain why.

• Working remotely needs clear goals. Employees need to clearly understand

what’s expected of them. Should they be available online at specific hours?
Or, should they check in with their manager at specific times?

• Don’t make your procedure bureaucratic. If an employee wants to work

from home for a couple of days, there’s no reason for them to get written
approval from human resources or the head of their department. They
should be able to arrange everything with their team leader. Software like
BambooHR and Namely can help automate this process.

An LGBTQ equality policy

LGBTQ rights were in the limelight this year. And the U.S. corporate world took
note. Companies with well-designed LGBTQ-friendly policies see clear
business and recruiting sense in standing up for equality. 2016 data shows
that more companies are embracing LGBTQ equality than ever before and
inclusive hiring statements are on the rise.

Here’s what to keep in mind when creating anti-discrimination policies that

support LGBTQ employees:

• Always include “sexual orientation” when talking about anti-

discrimination. The law obliges companies to include “sexual orientation” in
their equal opportunity statement. But, particularly thoughtful companies go
beyond what the law requires to protect their employees. Make sure that
your equal opportunity policy mentions your provisions for LGBTQ and
always choose inclusive language.

• Go beyond words. Stating that LGBTQ employees won’t be discriminated

against is admirable, but it’s just the beginning. Other, more practical
solutions are necessary to foster an inclusive culture. For example, 61% of
Fortune 500 companies offer domestic partner benefits.

• Follow in others’ footsteps. When it comes to actions that can help you
build an inclusive workplace, taking some tips from other companies can’t
hurt. For example, Google celebrated Pride by documenting global Pride
parades using 360° cameras. This type of step might be too big for some
companies to emulate. But, you can consider forming partnerships with
LGBTQ organizations, like Out & Equal and National LGBTQ Task Force.

All these policies help you stand out as an employer. But, they’re not the only
ones. Check out our policies template library to begin building a complete
employee handbook of your best company policies.

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