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The second reason is that a very small company does not need the number of policies that a complete policy manual contains.

Therefore, you may be better off considering not having an employee manual at this time and there isn't any requirement that the policies you do have be in writing.

Employee manuals provide information to employees about their employer-provided benefits and company procedures. Most of these manuals or handbooks are comprehensive and document policies that have been developed over time. These policies are usually written to express the style, the history or the culture of that particular business.

Copying a large company's manual, especially one from a different industry could potentially lead you to a level of benefits and policies that exceed your current needs and resources.

In addition, it is helpful for you to keep in mind that putting a policy in writing may limit the flexibility that you now have. It can result in fewer options in the future to add, eliminate, or modify your approach to policies as you grow and change.

If you want to bring more clarity and comfort to employees about certain practices or policies that you now have or want to institute, you can do this:

Outline these policies in a simple and straightforward manner and distribute them in memo form on a few pages or through an internal e-mail. If any of these policies relate to a law, be sure to check with a lawyer to insure the correct or required wording.

The key to its success is to practice these guidelines consistently. Consistency is essential because it will reduce employee relations problems, help to set expectations and encourage fairness. When putting these policies in writing, consider the following: Who is eligible to be covered? Only full-time employees? How many hours does one need to work to be considered a full-time employee? The range is usually somewhere between 35 and 40 hours per week. Will part timers get any benefits and if so which ones will they receive?

Will you pay an employee for days not worked due to illness? If so, how much sick time will be allowed in a calendar year? Can unused time be carried over into the next year? How many vacation days or weeks will employees get and how long a waiting period is required before they will earn it? After what period of time can these days be used by the employee?

How many holidays will be granted, if any? Will you close the store on these days? Which ones? Will employees be paid? The part timers, too? Will employees be offered group health insurance? At what cost to them? These and other topics can be addressed now and then when your company grows you can continue the process of adding and evaluating additional policies as needed.

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Here is a simple example:

A receptionist/phone operator in a busy bank was told she had to improve the quality of her customer service. Knowing that she often let the phone ring too long before answering it, she decided to impress her boss by answering all calls by the second ring. She ran to the phone whenever it rang and she even interrupted customers to pick up the phone. When she was called in by her boss a few weeks later she was certain that praise for her improved service was forthcoming. Instead she received a final warning for poor customer service because she failed to greet the customers in front of her with a smile and her full attention to their questions.

In performance issues, words like improve or increase productivity can be dangerous because we leave to the person's imagination and personal frame of reference what that actually means. In other words, we create an assumed expectation while believing we have been clear. At work, only explicit, defined, and stated expectations will give us any chance at getting the results we want. Even when we are confident we have been thorough in our explanation, I recommend that you ask the other person to summarize their understanding of the expectations. If you restate them it will not assure the clarity needed by those directly responsible for fulfilling the expectations.

With this background on the role expectations play in the effectiveness of communications and relationships, I think you and the assistant supervisor should revisit all the performance-related expectations you have for the few employees who are not meeting your standards and work directly with them on those areas that are lacking.

If, after that effort, termination of one or more of these underperforming employees becomes necessary, the termination process will be much smoother because expectations have been put on the table and openly discussed by all parties.

Firm better off without employee manual for now
Q. My husband and I own a small store at a Boston-area mall. Four employees work in our store with us, two of whom are part time. Our employees have recently asked for an employee policy manual but we do not have one. A new employee previously worked for a large high-tech company and she has suggested that we use the one from her last employer. Are we required to have an employee policy manual? Is it a good idea to make use of this one from another company as the model for ours? Are we required to have all policies in writing?

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By Linda J. Lerner

Q. I am a supervisor in the customer service department at a large corporation. There are 17 employees who work for me and they handle customer-related issues over three shifts. Most of the employees in the department understand their jobs but there are a few who perform below expectations. Because we have put time into training these employees, the assistant supervisor and I do not want to let them go and start all over again. I also think these employees are trying but do not seem to understand some of our expectations or the standards that our company needs them to meet. I have been in this company for less then a year and I would appreciate any suggestions for improving the situation with these employees.

A. Most of us believe we are very clear in our communications. In reality, some people are much better at it than others and the better ones, either naturally or through training, know some key things about expectations and how they are communicated.

The key word here is expectations -- the expectations we have for others, and reciprocally, the expectations they have of us.

It's helpful first to understand that there are different types of expectations and that this is true both at work and in our personal relationships.

Explicit: These are out in the open and generally known. They are stated by being expressed verbally or written in one or in multiple forms. They may be given to employees in printed hard copy or by e-mail or posted in prominent locations. These expectations are often measurable and can be shared openly with others. Their distribution may be scheduled or repeated periodically. Expectations are most effective when stated before a relationship is agreed to, such as before a job offer is accepted.

Implicit or assumed: This is where most relationship problems occur. Whether personal or work-related, we experience disappointment and resentment frequently due to this category of expectation. Here the expectation is clearly in one person's mind but not fully expressed or not expressed at all. We will often find ourselves saying that it was 'understood' when exclaiming our frustration with an unfulfilled expectation. The implicit expectations are filled with assumptions that are unsaid. They are known in our minds, reviewed frequently in our internal dialogue but, for whatever reason, we keep them private and assume they are somehow understood by others. They are so real to us that we may exhibit shock when learning that others were not aware of them. Employees can hold these assumed expectations of us, just as we might have them for employees or for our boss.

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by: Talita Kindermann

Know what you want

Make sure you know why you want a website and what you want your website to do for you.

Write down some short term and long term goals. Establishing an Internet presence for your business is an important step – make sure you do it right! You need to have a clear vision before you start.

Surf the internet

Compile a list of websites that appeal to you in aspects of: colour scheme, content, layout and other related design properties. This will help your web designer factor in your personal tastes and preferences into the design process and produce a website you're proud of!

Plan the content of your website

Draw a hierarchical tree menu structure (site map) so that you can see how everything will fit in and write down the names of your pages. You know your company better than your web designer! Write the content for your website – even if it is just in bullet points, a skilled copywriter can always step in from there. Keep in mind you need to write for your website visitors. As always, content is king.

Take some pictures for your website

Snapshots of staff, products, or your work environment improve the visual appeal of your website and familiarize your customers and potential customers with your business. You can save a lot of money by providing your website designer with photos you have taken yourself, rather then having them source relevant stock photography online.

Find a competent web designer

Make sure you choose carefully. Find a web design company that you feel comfortable and confident with in terms of credibility, portfolio, price and overall professionalism.

Interested in obtaining another independent quote on your website project? Please contact our web design team with your requirements and we will get back to you within 48 hours. Our engagement model includes a comprehensive pre-project checklist & guide to help you further establish your website objectives.

About The Author

Talita operates a family web development firm based in sunny Brisbane, Australia. She enjoys sharing her knowledge and expertise in web design, ecommerce, email marketing and search engine optimisation. Visit her business website, Kintek: http://www.kintek.com.au/

By Lonnie Niver

What does it take to be successful? I am here to tell you that believing in who you are and being around friends who are willing to help you succeed will make you successful. Everyday we are selling ourselves to each other. How you ask? Well, when you are out searching for the significant other you put on the charming self so that you will stand out among others. When you are searching for a job you have to show that your experience will benefit the business. When you meet new friends you want to show you can be fun to be around and also be there when they need you the most. Do you want to be successful? Then become part of a network. Networking is all about selling you not a product.

Being part of a network has helped me decide who I am and how I can be successful. I have been in network marketing (MLM) for a year now and I have made new friends who want to see me succeed. I believe in network marketing and no one can tell me any different.

You are probably thinking Oh my, this guy is trying to sell me a pyramid scheme, but I am not. First of all it is against the rules of this blog to advertise. Second. pyramids are against the law. Plus this is not about my network it is about you finding a network and get involved in helping others succeed. If you are thinking it’s a pyramid scheme then ask yourself this, is your 40 hour week job where you work your butt off for less than what you are worth going to help you succeed? Does your employer want you to succeed or do they just want you to come in everyday for you to spend another 8 hours of your day strapped to the chair you where sitting at the day before? MLM is no more a pyramid scheme then your day job. MLM is a home base business that will help you succeed and meet friends who want you to succeed. It is a way to be financially free from bills and to live your dreams. MLM is not a get rich quick scheme it is hard work but with less time and great rewards. It allows us to choose our own path and to fulfill our dreams. Can you say the same thing about your 40 hr a week job?

Here is something else to think about! A lot of people think MLM just wants your money right, well did you know your job also requires you to spend money. You have to put gas in your car, every few months you have to put oil in the car, you probably put a lot of miles on your automobile and every now and then you may buy a new automobile just to repeat the same as you did with the one before. Ask yourself can you right this off during tax season? I can because I own my own business. I may spend a little but I get to write in off at the end of the year. I get a tax break because I own a home base business. You can do the same just find a network that works for you.

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Networking

Nature's Best Kept Secret!

By Doug Firebaugh

Ok...you have a new distributor. What do you do with that person? Good question! There is a "Success Path" that we suggest following that has proven effective and powerful for the new distributor.

You MUST Schedule what we call a "Kickoff Meeting" within 72 hours after siging the application. This is the official "kick off" of their business, and psychologically is the official opening of their doors for business with the public.This meeting lasts about an hour, and helps to educate them on most aspects of your company, products, pay plan, and training.

There are topics you need to cover with the distributor to get them going quickly! When you meet with your new distributor, whether in their home or at a restaurant, be sure to cover these topics completely.

Here are the steps we have always recommended:

1. Paperwork.

You must cover all the paperwork, including the application, order, any tools they may want, and any other neccessary paperwork needed for Success in your company.

2. Order.

What kind of order to they want? Does the company have certain packages to purchase? Let them decide what is best for them, and make sure they have the order paperwork filled out properly.

3. Company, Product, and Pay Plan Information.

Give them any information on the company and products they need. Keep it simple. Make sure they know who the owners are, and the history of the company.Make sure they are familar with an overview of the product line. And cover the pay plan in general terms, DON'T COMPLICATE! And get them to a local fast start training as soon as possible.

4. Review Planner.

If your company has a Success Planner or a New Dealer Kit, then go through it with them. This will help to start focusing them into the training from the company.

5. Review Other Tools.

What other tools does the company have that the new distributor will need? Make sure you cover them as well.

6. Brochures.

What kind of brochures does the company have for marketing? Cover those with the new person, and get them familiar with these powerful visual tools.

7. Listen to any 24/7 Conference Calls.

Does your company have 24/7 recruiting or training calls that you can use? If so, let them new distributor hear them. If your company does not have them, then you may want to consider doing them yourself.

8. Upline Introductions.

Who is your upline? You need to introduce them to your new person. Call them ahead of time to insure they will be available. Have your upline welcome them aboard and offer any assistance needed.

9. Introduce and Familiarize them with the Websites.

Show your new person the website and all the details of it, including the back office, if there is one.

10. Prospect List/Memory Jogger.

Make a list of the first 10 people the new distributor will call. This is their HOT market.Then make a list of the next 25 they will call. This is the start of their warm market list. That is a good number to start with, and it won't overwhelm them. Eventually, you will come up with at least with 150 names with them.

11. Introduce 3-way Calling.

Make sure they have 3 way calling on their phone. And then show them how to do a 3 way with you. They must learn to MASTER the 3 way call to master Success in MLM.

l2. Schedule First 3 PBR’s.

In Home Meetings are a great way to launch a new business. A PBR is a Private Business Reception. Plan on inviting the new person's warm market to an In Home Celebration of their new business, and hold 3 of them within the next 45 days. Send out invitations of the first PBR 72 hours after this meeting.

13.Schedule to Attend next 3 Local Events.

When are the next local training and special events? Schedule them to be there to learn, and also to bring friends to these events.

14. Goals and Dreams.

What are the first 7 day goals? What are the first 30 day goals? How many sales will be achieved? How many new distributors will be recruited? What volume is the target? How many hours a week will the new person work and wehn are they? And complete their "Golden Dozen List." This is a list of the 12 things that the new person wants their new business to bring into their life that is not currently there. Is it a new home? A new car? Write down the "WHY" that they are doing Network Marketing, and what they want Network Marketing to change in their life.

15. What things will discourage the new distributor enough to make them want to leave the business? (THIS ONE IS IMPERATIVE TO COVER!)

Find these out, as you need to know this so you can help the new distributor get through them if they should show up. These are the "Success Landmines" that you need to locate and lead the new distributor around.

These are the things you initially need to get the new distributor off to an Explosive start. List them in a checklist to make sure you cover them. Encourage constantly the new distributor, and pour into them at this meeting your confidence in them. Create an EXPLOSIVE start by following these steps to Massive Success in MLM and Network Marketing.

Oh...

Schedule the first 10 warm market phone calls with them. Put down in your planner when this will take place, and then plan on starting the phone call session with them. Preferrably this takes place within 24 hours of the Kick Off Meeting.

Doug Firebaugh is one of the top MLM Network Marketing Trainers in the world. Over a million people a month read his training ezine. He spent the last 7 years traveling the world speaking and training on Success. He lives in Birmingham Michigan, and you can receive a FREE subscription to his training ezine- The MLM Success HEAT- at: http://www.passionfire.com/pf_heat_4.html; http://www.passionfire.com