How to Write a HandbookWriting a manual
The way you make an employees manual, that' s how folks will really want to do it.
Invite someone to describe a standard staff manual and you will probably find words like "dry", "stiff" and "boring". "Let's face it, most manuals aren't exactly page breaks. The handbook for your staff should be the roadmap for working in your organization - an introductory look at your corporate identity and a guideline with which your staff regularly interacts.
When you believe in your company's visions, guidelines and processes, you should want every member of staff to use them. Create an assistant manual that your staff will want to study. After all, the manual is often the first that a new member of staff is given, sometimes the only one that all staff must review and confirm, and a manual that is checked, edited and circulated every year.
Five ways to create an empowering and inspiring people: the five ways to create an empowering culture: The name" Mitarbeiterhandbuch " and" Mitarbeiterhandbuch" indicate to your coworkers that the documents will be long, tedious and full of boiler plate. Come up with a new name that appeals to your workforce, arouses their interest and communicates your corporate identity right away.
Samples vary from traditional (e.g. "Team Guide") to unorthodox (The Way Things Work" or "Our How-To Book"). Each business should have a mission: the why your people come to your place of work every single working day, not the million other jobs out there. You want your missions to address your employees on both an emotive and intellectually challenging one.
Begin your manual by explaining the corporate vision and core beliefs of your people. This will provide the frame for the remainder of your guidelines and practices, not only for the readers, but also for you, the author. Establishing and maintaining a vibrant, committed and convincing corporate structure can be a key factor in any sector.
Use your manual as a plattform to help your staff members understanding and communicating your corporate identity and your corporate identity. Instead of copying and pasting generically designed guidelines into your manual, you can personalise them for your business. Describe your guidelines and the reasoning behind them and do so in a manner that is in line with the way you normally talk to your people.
Your Dresscode policies, for example, can express the kind of corporate identity your organization wants to present to its customers. If you have a position posting or appraisal policies that could demonstrate your company's dedication to employee development and internal promotion. Your benefit policies can also describe your company's approach to reconciling work and family responsibilities.
Whether it' s a sabbatical, an esteem for staff, government services or continuous education, it' s not only through paychecks that the employer finds ways to do the work. When you have reinvested in creating programmes or benefits for your staff, add them to your manual. Other parts of the manual are full of the people you expect from your staff and how they should spend their money on your business.
Transform your manual into a dialog by letting your staff know what they can ask of you and how you want to spend it. Get imaginative with the presentation of your manual. Schedule an yearly corporate meeting around the presentation of your handbook for the coming year. Or, make it come to live with an online poll, a fun trivia game, or a center rewards like a complimentarycard.
They are frivolous, but they do not subvert the value and gravity of your manual. They show how important it is to you and how your guidelines and practice are integrated into your arsenal. The handbook is your employees' entrance card to an exlusive club: your business.
It is a serious matter. However, in order for people to take them seriously and involve them in their day-to-day work, these guidelines must be an expansion of your corporate identity, not a move away from it. Organizations that invest in and want to develop a vibrant corporate environment often use their handbook only as a back-stop to mitigate risks and not as a means of cultural education and value creation.
Use the possibility to make your business stand out from the masses with an appealing and genuine staff handbook. an HR technologies and consultancy based in Portland, Oregon, providing HR fulfillment services to more than 70,000 small companies across the country.