Published on July 2, 2014
Workbook en 1 | June 2014 | Page 2 WHY DO YOU NEED A HANDBOOK? Version 1 | June 2014 | Page 3 A Story During the period o 2003 to 2005 acQuire moved rom having implicit to explicit values. Once documented we had the signicant challenge o embedding the values into the organisation. Our rst thought was that they should appear on our Intranet because this was accessible by all employees. However, this did not accommodate other stakeholders and our values were not written in a orm or external consumption. Once we had resolved the problem o how to crat them, we also thought about the orm that they should be published in. The construction o a handbook became our solution or both external stakeholders and as a symbol o handover to employees. The Explanation The ollowing points elaborate on the benets o an organisation handbook. › A leadership symbol This symbol can be handed over in a orum rom a leader to an employee and by doing so the employee knows that the leader is handing over the content i.e. Guiding Philosophy, Purpose and Values. › One stop shop or communicating the lore o the organisation The Guiding Philosophy, Purpose and Values clearly state the essence and intent o the organisation. Having it in an analogue orm (as well as published digitally) assists adoption because it supports ace to ace conversations. Many people connect with the printed orm more efectively and given the nature o the content this is important. › A core stakeholder engagement document Many organisations ocus on the economic purpose or the products and services o their organisation but do not communicate the WHY very efectively. The production o a book o this orm assist in communicating the WHY or all stakeholders that intersect the organisation. For many stakeholders, they are less concerned with the product and services and more to do with the higher purpose o the organisation.