For a CEO, there are few things more terrifying than hearing that an integral member of the team just quit. You might remember the Call Willory video where CEO Gary – while purchasing a yacht for his upcoming trip to Mexico – finds out his payroll manager has just quit. His immediate reaction is to think, “It’s okay, someone else can do it.” But then he’s reminded that no one else can do it, because no one else knows not only the organization’s way to process payroll, but how to process payroll at all. No Julia meant no payroll. His solution is to call Willory to help him find a replacement for Julia, but in the meantime, since no one knows how to do Julia’s job, the company is freaking out, the entire staff is wondering if they are going to get paid on time, and Gary wonders how bad it will look if he still buys that yacht.
If only the company had SOPs for Julia’s processes…
SOPs, or Standard Operating Procedures, are guides that include step-by-step instructions for an organization’s important routine procedures. SOPs can literally help businesses avoid catastrophes. Less dramatically, they help companies achieve efficiency, quality output, and consistent performance, while reducing miscommunication and failure to comply with industry regulations and laws.
But not all SOPs are created equally. Doing them correctly means skipping the jargon and using clear, simple, and detailed instructions that any employee can read and understand.
The following steps should be considered when creating and implementing successful SOPs.
Back to Gary…
In a perfect world for Gary, the scenario would play out much differently. In a perfect world, his company would have SOPs. Yes, he would have still received the awful news that Julia the payroll manager had quit with no notice. Yes, he would have still called Willory to help him find him a new payroll manager. But in the meantime, his company’s payroll operations wouldn’t have skipped a beat. Because although it was true that no one really knew how to do Julia’s job, there was an SOP for it. And the payroll department knew exactly where to find it. And it was so clearly written and easy to understand that they were able to follow the steps to complete the payroll correctly and on-time, just as Julia would have. And the staff would be happy. And Gary would still be able to buy his yacht. And all would be well.
In additional to helping you find temporary and direct-hire talent, we’re also able to provide insight and guidance into policies and procedures as part of our Employee Life Cycle service, which analyzes the entirety of the employee experience from application to retirement. Use the form below or firstname.lastname@example.org for more information.
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