A Tale of Two Handbooks: The Tale of Stork & Daughters and Lanister & Fray

An employee handbook is more than a collection of policies—it’s the foundation of an organization’s culture, a guide for its people, and a mirror of its values. Yet, not all handbooks are created equal. In this tale of two companies, Stork & Daughters and Lanister & Fray, we explore the stark differences between a handbook that empowers a workforce and one that leaves employees floundering. Whether you’re reimagining your own handbook or wondering where yours might fall short, these contrasting examples offer a clear roadmap for success—and cautionary lessons to avoid failure.

A middle-aged person with two young people, one with long red hair and one with long dark hair. They are smiling, standing in a modern well-let office with lots of windows.

Case Study No. 1: Stork & Daughters – The Handbook Heroes

Stork & Daughters is known for its thriving hybrid workplace and a team that runs like a well-oiled machine. Behind their seamless operations lies a thoughtfully crafted employee handbook that has become the cornerstone of their success. Here’s why it’s a masterpiece:

1. Clarity is King

The Stork & Daughters manual uses plain language, free of legal jargon and corporate buzzwords. Employees know exactly where to find the information they need, whether it’s about PTO policies, IT protocols, or hybrid work guidelines.

2. Updated as Needed

This company understands that the workplace evolves, and so should the handbook. When they transitioned to a hybrid model, they added sections on remote work expectations, video conferencing etiquette, and ergonomic home office setups. Updates are a breeze, thanks to a team dedicated to maintaining the handbook’s relevance.

"In today's digital age, it is critical to highlight the importance of making your employee handbook accessible online and via mobile devices. In addition to this improving the employee experience, it also makes it easier for HR managers to update and distribute the handbook efficiently."

3. Accessible Anytime, Anywhere

Employees don’t have to rummage through old emails or dusty filing cabinets. The handbook lives on a sleek, mobile-friendly platform, complete with a search function that delivers answers in seconds.

4. The Goldilocks Effect

The handbook strikes the perfect balance—it includes everything employees need but avoids unnecessary details. No one’s overwhelmed by a 200-page document or left scratching their heads over vague policies.
Stork & Daughters’ handbook is more than just a document; it’s a living resource that keeps employees informed, engaged, and empowered.

A middle-aged and senior, smiling in front og old file cabinets and fax machine.

Case Study No. 2: Lanister & Fray – The Crumbling Crown

Lanister & Fray was once a promising company. But their employee handbook, crafted in the pre-2020 era, has become a relic of a bygone age. Here’s where they’ve gone wrong:

1. Stuck in the Past
Their handbook still refers to fax machines and desktop-only email systems. Hybrid work? It’s not even mentioned. Policies like “Notify your manager if you’re going to be more than 15 minutes late due to traffic” now feel irrelevant for a team that works remotely.

 

2. The Never-Updated Nightmare

Lanister & Fray‘s handbook hasn’t been revised since 2015. Employees are left guessing about remote work policies or even basic expectations. The result? Confusion and frustration.

"Many HR teams make the mistake of setting it and forgetting it. They create a handbook of great policies they set on the website and check for continued legal compliance, but they forget to check for company practice. In reality, the handbook may not align with organizational practices. This leads to employee mistrust. Therefore, it is critical that HR aligns the handbook with actual practice."

3. Hard to Find, Hard to Read

Want to access the handbook? Good luck. It’s buried in a shared drive labeled “Old HR Stuff” and formatted as a 100-page PDF with no search function. Even when employees manage to open it, they’re met with walls of text in Comic Sans.

4. Too Much or Too Little

Lanister & Fray swings between extremes. The handbook includes an entire chapter on dress codes for in-office meetings but skips any mention of how to report IT issues. Employees don’t know whether to laugh or cry.

 

The Outcome

Stork & Daughters:
  • High employee satisfaction and engagement.
  • Streamlined hybrid work operations with clear policies on remote work and in-office collaboration.
  • New hires get up to speed quickly, thanks to an intuitive, user-friendly handbook.
  • Employees trust that the handbook is accurate and up to date, reducing unnecessary back-and-forth with HR.

Lanister & Fray:
  • Disengaged employees frustrated by the lack of clear policies.
  • Frequent miscommunication due to outdated and irrelevant handbook content.
  • New hires feel lost and unsupported, increasing turnover rates.
  • Leadership spends too much time clarifying policies instead of focusing on strategic goals.


Moral of the Story

An employee handbook isn’t just a formality; it’s a lifeline for your team. Keep it clear, keep it current, and keep it accessible. Otherwise, you risk becoming the next Lanister & Fray—and trust us, no one wants to be the company still talking about fax machines in 2025.

 
Related Blogs

More than Policies: Craft a Handbook that Engages and Protects

10 Tips to Ensure No One Uses Your Employee Handbook

Volunteer Training: Don’t Just Wing It — Do It Right!

 
Resources

“15 Common Employee Handbook Mistakes to Avoid.” 4/27/24. Accessed 1/16/25. https://www.forbes.com/councils/forbeshumanresourcescouncil/2021/04/27/15-common-employee-handbook-mistakes-to-avoid/

Janzer, Cinnamon.”7 Employee Handbook Examples You Should Use.” TriNet. 11/3/23. Accessed 1/16/25. https://www.trinet.com/insights/employee-handbook-examples