New Policies You Need for 2015

As the new year begins, it’s important to get your team started on the right note. Creating new policies will help keep your team on track and allow team members to reach their productivity potential. Below are several policies that will help your team and company start the new year off right.

Vacation Time.

If you want to have happier, more productive workers, giving them sufficient vacation time will go a long way toward that, even though you technically have no legal requirement to offer it. Time off yields various health benefits and cuts down on burnout, both of which lead to more production at work. Consider your priorities: Do you want this PTO to be competitive, create a reward setup, or minimize costs? Decide what days the office will close (e.g., certain major holidays). Will you will allow for rollover days from the previous year, as well as how many of those days you’ll allow employees to use and in what capacity (can they use them as PTO or sick days?), or does a “use it or lose it” policy work better for you? Look at policy from the past, consider getting employee input, and go from there.


Let 2015 become the year you either re-establish or create a new policy for open communication with your employees. While you have the ultimate say in what goes on, gathering employee input and suggestions for decisions large and small helps make them feel they have ownership over the results. Putting together a policy of increased communication means employees will feel you hear their voices and you value them as members of the team, leading to increased satisfaction and loyalty.


Want to really improve employee satisfaction and engagement this coming year? Do what you can to allow for flexibility within the workplace in terms of time. Recognize as much as possible that the typical 9-to-5 schedule doesn’t work well for some people, and if working some sort of alternate schedule means they’ll actually get their work done more effectively, that’s a bonus for everyone. The same goes for letting employees work from home if that’s more conducive to their lives. If they can prove they’ll still get their work done away from the office a few days a week, you’ll have a happy employee who may actually engage more fully with others even though he’s remote part of the time because he’s more focused rather than worrying about his schedule.

Some of these policies may seem like they’re about letting employees slack off from the traditional model, but to paraphrase, allowing for more freedoms means greater responsibility for employees. For help coming up with effective versions of these policies, reach out to the expert recruiting team at PrideStaff Thousand Oaks.

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