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Subject:Re: FWD: wording for training materials From:Jeff Hanvey <jeff -at- jewahe -dot- net> To:"TECHWR-L" <techwr-l -at- lists -dot- raycomm -dot- com> Date:Fri, 25 Oct 2002 13:27:03 -0700 (PDT)
I'm going to answer your questions in a lump-sum.
The writer/editor relationship at your company should be clearly defined, with a definite, understood process put in place. You should enlist the aid of your (and I assume the whole group's) manager in defining this role and clearly setting up the expectations.
This role should *not* be like the inaccessible teacher behind the desk. Develop a mentoring relationship - work with the writers whenever possible, discussing the rational behind the changes, et cetera. I know it sounds touchy-feely, but it's the only way to train the writers to the organization.
In regards to the junior writer: you *must* impress upon him that his personal style doesn't matter - organizational style will *always* overrule it, and he should get used to it. You might have to bully him a little, but enforce the style.
I would also suggest that you do at least two edits. The first is a content edit; the second a stylistic edit. That way, you can make sure the content has been updated.
The key here is to get the manager involved and develop a mentoring relationship with your writers.
Jeff
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Jeff Hanvey: http://www.jewahe.net
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