Many thanks to my partners Lee Geiger and Julie Pugh for writing this month’s editorial column!

I resolve to exercise every day, eat more vegetables (but not the gross ones) and lose 10 lbs in time for swimsuit season (or in my case, 20 lbs). Yep, it’s that time to reflect on how to become better versions of ourselves.

But what about work and your employees? Here are some human resource resolutions for 2018 to improve the workplace for you and your employees.

First, resolve that your company will not make #MeToo headlines. Train your employees about the dangers of harassment of all types – it’s not just about sexual harassment. Train all employees how to identify harassment and what to do when they see it. Explain to them that everyone has a duty to rid the workplace of harassment. Empower bystanders to disrupt harassers and report issues to managers. Managers should provide a supportive environment for receiving complaints.

And “training” doesn’t mean dusting off those VHS tapes on harassment filmed at a Saturn plant in 1993. Video training is boring and ineffective. A much better idea is practical, in-person training tailored to your company that presents employees with real-life scenarios and offers tips for victims and bystanders for addressing harassment. People will inevitably have “how should I” or “what should I do when” questions that a video won’t answer. When employees leave a training session, they should feel informed and empowered, which is way better than cracking jokes about the training.

“Training” isn’t a “one size fits all” proposition. Besides the training for line-level employees, managers need training on what to do with reports of harassment and how to conduct proper investigations that will stand up in court if needed. Managers need to understand the liability the company faces for workplace harassment as well as their own personal liability. That’s right. Managers can be personally liable for workplace harassment. Leading off with that tidbit of information tends to keep managers fully engaged in training sessions!

At the risk of appearing self-serving, a qualified employment attorney should conduct the manager training. Why? Because the training sessions may be protected by the attorney/client privilege. Why is that important? Because it allows your team to ask real life questions about things that actually happen in your workplace. They can get real answers on how to address real situations that will be protected from discovery by the attorney/client privilege.

And don’t forget to update your employee handbook. If it hasn’t been updated since 1985 (or even 2015), if you’ve added employees or operate in multiple states, it’s time. A lot has changed in the last few years, and the laws that apply to employers vary based upon the number of employees and the states where your business operates.

Finally, PLEASE resolve to tailor your handbook to your company’s culture and your industry. Don’t “borrow” a handbook from Google. The price on the Google handbook may be enticing, but you’ll pay a much higher price when you discover the off the shelf handbook doesn’t protect your company.

One more self-serving suggestion: Have your employment attorney review your handbook to make sure it is legally compliant with federal, state and local laws. You’ll be glad you did.

Best of luck with your 2018 resolutions, both personal and professional. Now, go eat some celery!