The spirit of support and belonging which is present in the Brisbane Manchester United Supporters Club (“BMUSC” – the Brisbane chapter of the official Manchester United football supporters club) can be used to inform organisational compliance, in much the same way as the members of the BMUSC comply with the rules and ethos of Manchester United Football Club. A binding document, like an employee handbook, is introduced with a view to uniting and establishing a common methodology amongst the members organised under its banner.
The impact of the existence of the handbook can be and is usually a reflection of the enthusiasm shown by the employees or members in that uniform approach. The successful unity of the BMUSC following the rules and directions of Manchester United Football Club is because the BMUSC members share that ideology and spirit of unity.
As such, employee handbooks can also be highly beneficial in an organisational context. They educate employees about the standards, values and behaviours within the workplace, much in the same way that individual clauses of the handbook describe instructions as to what is “allowed” and “not allowed” (in much the same way that a refereeing decision determines a foul and non-foul course of action). When there is certainty as to how the handbook provisions apply, compliance is encouraged through clarity and understanding of behaviour.
When employees have a clear and detailed understanding of the policies contained within a handbook and the manner in which they are intended to operate, this in turn creates a sense of comfort and security. Knowing that there is a “framework” from which to take direction and make assessments about the content and meaning of the policies is in itself enough to create stability. The standard of interpretation is established, supported and encouraged in much the same way that the consistent application of and adherence to the rules of football provide comfort to supporters (and referees) seeking clarity as to how a football match will operate.
However, we often see that where legislation is not well understood, or sufficiently communicated, employees are more likely to protest or complain due to their lack of understanding of how the legislative provisions operate and apply. In short, having a good understanding of the rules (in this case the provisions of the respective piece of legislation) is important. This raises the question: are employee handbooks required by law?
As the BMUSC does not play football every week, it becomes more difficult to periodically notify the supporters of any changed rules or interpretations of the rules which might become relevant in the football context. This same principle could be applied in the employment context, such that the policies and rules contained in employee handbooks should be updated periodically and the relevant persons made aware of the changes (for example: following a significant award modernisation, or amendments to policy following the termination of an employee, etc.). Similarly, the BMUSC may choose to refresh its supporters on the game rules in organized meetings, seminars or even in the newsletter as to ensure that supporters have the latest information.
Once again, the message of comfort and ease of application can be seen here. By ensuring that employees have received communication of the revised policies it can be easier to persuade them that their concerns are baseless.
Having a clear and comprehensive set of guidelines is one matter, the manner in which they are communicated is another. For example, seeking to use industry or regulatory jargon when conveying the meaning of clauses could decrease the likelihood that the employees will take a keen interest in the changes or will seek to understand how they would apply. This could be equated to the BMUSC supporters who have only recently joined being invited to attend a Melbourne Victory football match, but being given no designed hew to understand the nature of the game and rules governing its play. The likelihood is that the supporters will be overwhelmed and unable to appreciate its meaning, resulting in a lack of understanding or comfort.
In the football context, having clear and accessible communication of the rules and modifications to those rules means that the supporters can understand the implications that those rules may have on the conduct of the football match. This has the effect of providing comfort and security.
In the employee handbook context, if the rules are not clearly communicated and understandable then the recipients of the policy (employees) may be less likely to apprise themselves of the content and meaning of the document, much in the same way that the BMUSC supporters may be unaware of the terminology or meaning when watching the game.
It is much like trying to follow a football match without being adequately appraised of the rules of the match. How can you understand the game and contribute to discussions about the recent game, if you don’t know the rules?
In the same way that standards are set for football clubs, employers should be able to suggest that their employee handbook is one which stands as a model for other handbooks in that industry. Just as football clubs are periodically reviewed and assessed as to their performance over time, employers should also regularly consider and assess the need to update their procedures and policies to align with changes in legislation or best practice. Consideration should also be given to the need to provide training to ensure that employees have a clear and detailed understanding of the policies and documents that comprise the employee handbook.
By ensuring that a clear and accessible communication of the rules and guidelines are provided to fans, both football and workplace, it can be easier to ensure that the respective policies are complied with and can be easily understood.
Oddly enough, the precepts of football clubs, industry associations and leagues are not too dissimilar to the circumstances which govern workplaces, employees and employers. To be an employer is to have supporters and fans. The circumstances in which they are linked together, although not sporting, can be likened to a working relationship.
Having a clear and accessible set of guidelines can assist in promoting and maintaining not only a sense of belonging, but also unity and continuity. Now that seems familiar.
For more information on employee handbooks and their legal requirements, you can visit the U.S. Department of Labor.