‘How to Create an Operations Manual’
I’ll do my best to expand on what I outlined yesterday for you.
1. Start with the companies Mission / Vision Statement.
Here are a few killer examples to use as guides and remember these were HUGE stretches when they were created.
A computer on every desk and in every home seems so obvious now… in 1980 when they came up with it a computer was the size of a van.
Google – To organize the worlds information and make it universally accessible and useful.
Microsoft – A computer on every desk and in every home
Kickstarter – To help creative projects come to life
Tesla – To accelerate the worlds transition to sustainable energy.
It doesn’t need to be this grandiose but it’ll sure help them achieve great things.
Shoot for the moon and land in the stars? .
2. Make an ‘Org Chart’ which is a list of every department and every position in the company.
3. Create the anatomy of what will be part of the operations manual.
Example and likely sections will be:
History of the company
Management
Policies (Dress code, hours of operations etc…)
Procedures (Handling complaints, health and safety etc…)
Objective of the company
Products
Services
4. Create a list of roles and responsibilities for every position in the company.
Outline of compensation, employment agreements, necessary reporting requirements, metrics for performance evaluation etc…
Note actual employment agreements with exact compensation etc… will be kept separate from this manual.
5. Once you’ve created your operations manual you need to get it distributed to all the staff (or departments) and arrange a time to go over them with your people.
‘People support things they help create’… so ensure they’re involved in the process and this introductory meeting is an opportunity for them to help create the final document.
When something happens like an unhappy customer… they will know exactly where to go and what to do.
6. A process must be created to constantly update them. Someone must be placed in charge of this and when a new staff member is hired and role created…
A new role must be placed in the operations manual.
Companies like McDonalds don’t happen by accident. Each staff member is trained and instructed to follow a strict set of rules.
Help your clients do the same.
I realize this isn’t the most exciting topic I’ve ever covered for you… but it can be amongst the most impactful for your coaching clients when done correctly.
You heard it here first.
Obsessed with your business success,
Paul Inselman
PS. Nobody stands in line for a flat roller coaster. Enjoy life’s ups and downs.
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