The Fastest Way to Kill SOP Adoption.

Part 2: Managers Make SOPs Matter

Last time, I introduced the first rule of SOP implementation:
Writing SOPs Isn't Enough. They Have to Be Implemented.

If you missed it, here's the big idea:

Documentation doesn't change behavior. Implementation does.

Which brings us to Rule #2.

Once you've documented your processes, the next question is obvious; How do you get people to actually use them?

Here's the answer that surprises most business owners.

It's not the employees' job. It's the manager's.

Managers determine whether SOPs become part of the culture or just another folder full of documents.

Rule #2: Managers Make SOPs Matter

Think about every important habit you've ever developed. Someone reinforced it.

The same is true inside a business.

Employees don't follow documented processes simply because they exist. They follow them because their manager consistently reinforces them.

If managers ignore the processes, employees will too. It's really that simple.

The Three Ways Managers Reinforce SOPs

Good managers don't just supervise work. They reinforce systems.

Here are three practical ways they do it:

1. Train From the Process

Every new employee should learn the documented process. Not whatever happens to be in the trainer's head that day.

The SOPs linked to that employee’s position in the organization become the training curriculum.

Everyone starts from the same foundation. Everyone learns the same method.

And when questions come up later, employees have something they can refer back to without asking someone else the same question over and over again.

2. Coach From the Process

Suppose an employee isn't meeting expectations. Many managers say things like:

• "You need to be more organized."
• "You need to communicate better."

Those conversations are subjective.

Instead, open the documented process together. Ask:

• "Walk me through the process you followed."

Now you're coaching from facts instead of opinions.

If the process wasn't followed, you coach the employee.

If the process was followed but didn't produce the desired result, you improve the process.

Either way, everyone learns.

3. Reinforce Through One-on-One Meetings

If you’re not having 1:1 Coaching meetings with your reporting employees, you’re missing an incredible opportunity. It’s a structured process – a management tool that any manager can use.

NOTE: If don’t know what a 1:1 Coaching Meeting is, or you need a 1:1 Coaching SOP, reach out to us and we’ll send you one we wrote.

If you are using a 1:1 Coaching meeting process and using them simply for status updates you’re making one of the biggest mistakes managers can make.

Use these meetings to reinforce the processes that make the business successful, the SOPs your reporting employees need to follow to be able to achieve the expectations you have of them.

In addition to current assignments and project status updates, review:

• KPIs for specific processes
• Responsibilities from their job description
• Are they doing everything that their supposed to be doing?
• Are they doing things that someone else should be doing, not them?
• Documented processes – does what they are doing now match what is documented on the SOP or have there been some minor innovations

Those conversations build consistency. And consistency builds confidence.

 

The Big Idea

Employees don't decide whether SOPs become part of your culture. Managers do.

If managers coach from documented processes.

• Employees quickly learn that the processes matter.

If managers coach from memory.

• Employees learn that the documentation doesn't really matter after all.

Managers set the standard. Employees follow it.

Action Item

Think about the last coaching conversation you had with one of your employees.

Did you coach from memory, or did you coach from the documented process?

That one question will tell you more about your implementation efforts than almost anything else.

Next time: Rule #3... If People Can't Find the Process... They Won't Follow It.