Re: FWD: wording for training materials

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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