NFIB

Supercharge Your Staff With Employee Handbooks and Training Manuals
03/ 28/ 2002


Most new employees are eager to make a good impression. To help them along, and to make sure that they learn as much as possible before assuming responsibility, consider putting together an "Employee Handbook" or "Employee Training Manual." In today's Workshop, contributor Jeffrey Moses describes what these should include.

The handbook or manual can be as simple as neatly printed pages stapled together. Or the pages can be spiral bound at a quick-print shop.

The handbook should begin by welcoming the new employee. Give a brief history of the business, and perhaps include a few quotes from other employees telling about their work experiences.

Include a corporate philosophy that describes your company's Mission Statement. Describe what you feel makes your particular business special, and what the goals of all employees should be in customer service, job performance, etc.

The handbook should also include specific information that will affect the employee: information about when and where to report to work; information about using the time clock, if applicable; details about regular hours and overtime; vacation schedules; approved holidays; number of sick days allowed; when and who to call when unable to come to work; details about benefits (health insurance, retirement plans, child care, etc.); and all other information unique to your business.

The handbook should be general in nature, because it is usually difficult to describe all necessary details of an employee's individual responsibilities in a written manual. If you feel that such a description is appropriate, however, by all means include it -- but be sure that managers or supervisors refer back to this section as the hands-on training takes place.

It is usually a good idea to have a new employee read the manual several times before actually beginning work. For instance, ask the employee to sit down and read it immediately after being hired. Then allow time for re-reading of the material on the morning that employment begins.

If your business has specific products and services that are somewhat detailed, consider including descriptions in the manual. These descriptions can then be referred to by employees at any time in the future when they need additional information about these details.

Either the business owner or a manager should sit with the new employee and answer any questions that might arise after reading the handbook. Talk about important sections, calling attention to details and making sure that the employee understands work schedules, days off, etc. Never assume that a new employee understands everything that is presented in the handbook.

The handbook may give employees a head start in understanding the overall philosophy and goals of a company, as well as telling the employee a little about how they fit into these, but it will not replace on-the-job training and instruction. As the saying goes, "It takes a person to train a person." Always assign new employees to work with experienced staff until they are fully versed in their duties and responsibilities.

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10.20.99

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