“We just deal with things as they come up.”
It’s a phrase many employees hear when asking about short-term leave, overtime, or anything that really should be covered in a clear policy or employee handbook.
Why the hesitation to document what’s already being practiced informally?
Because putting something in writing can feel final.
Leaders worry that once a policy is documented, they’ll lose flexibility or lock themselves into rules that won’t fit every situation. And while some fear that drafting, revising, and updating can feel overwhelming, avoiding documentation creates more risk, not less.
Without clear policies, teams rely on assumptions. Decisions become inconsistent. Small issues escalate into avoidable conflicts. And managers get interrupted constantly because no one knows the “official” answer.
When expectations are documented, employees feel more secure, managers waste less time answering repeated questions, and the entire organization experiences fewer misunderstandings. Policies reduce conflict, clarify expectations, and give everyone the confidence to focus on meaningful work.
Well designed policies help people do their best work. They offer guidance, consistency and still leave room for thoughtful dialogue.
A great way to make policies more human is to include real-life examples so employees can see how they work in practice. For example:
Vacation Policy (In Practice):
“If you’re planning a vacation, let your manager know as early as possible so we can balance workloads. For longer leaves (one week or more), a minimum of two weeks’ notice helps us coordinate coverage. While requests are prioritized based on the order received, length of service, we are committed to working with you to find a solution that works for you and meets operational needs.
Simple, clear, and free of jargon, but still leaving room for thoughtful dialogue.
And once your policies are launched? Don’t assume they’re perfect.
Within three to six months, gather insight from employees through surveys, coaching conversations, or small focus groups to answer the most important question:
“Is this policy helping people do their best work or is it just protecting the company?”
Policies should evolve with your people and your culture.
At Nu Era, we specialize in handbooks and policies that engage your team. Kick off the new year with a conversation about creating yours.
