Welcome back, and welcome to the last session of Writing Amazing Job Instructions. At this stage you’re ready. You know why the task matters to the customer and you have identified Important Steps, Key Points and Reasons. All you have left to do is document it.

Today, we’ll give you some resources that can help you document the job instruction.

Click on link for Write Job Instruction Handout

We’ve provided you with a pdf document that has two pages. The first page is the entire course on a single page, set out using a simple template. It’s what I used to develop this course. The second page is a blank template that you can copy and use in your organization.

There are three key points to documenting a job instruction

  1. Use pencil and eraser – You will make lots of changes. Pencil and eraser lets you make them easily. And it is also faster. I’ve seen the effort to make many job instructions go to waste because the time to get it formatted nicely on the computer is such an obstacle to getting it done.
  2. Keep the number of words down – It will be tempting to write full sentences. Resist the temptation. Job Instruction documents are intended to be a reminder to you when you are instructing so you don’t miss anything, and a reminder to a trained person so they can refresh themselves about what to do. But Job Instructions are not self-contained instruction sets that you can just give to someone. So keep the number of words down. It works better as a reminder when there are fewer words.
  3. Only hand out the Job Instruction AFTER someone is trained – The training itself is separate from the Job Instructions. We want the person to focus on what they’re learning. We want them working their brain to remember the steps. We want their full attention. When you give someone the job instruction, they get lazy and don’t remember as well. So only hand the learner the Job Instruction once they’ve shown that they know how to do the task.


That’s it. Now you’re ready to develop job instructions.

But as I mentioned in the third Key Point, the Job Instruction is NOT the training. Great training is a different skill. It’s one we help people with.

When you put the two skills together, the results are powerful. One client told me it takes her half the time to prepare job instructions compared to before, and that she can do the instruction in a third less time. Another client saw their quality score go up by 30% in four months when they started using these methods.

So if you have high turnover or seasonal staff, if you have frequent process changes, or inconsistent quality, these skills will help you resolve those problems.

I’d like to offer you the opportunity to have a no-cost, no-obligation conversation about your situation so you can figure out whether these instructional skills can make a difference for you. Each organization is unique, and sometimes learning how to train isn’t the most important thing. But in this free, no-obligation conversation, we’ll take you through a process to figure out what the priority should be for developing the skills of the supervisors in your organization. If we can help with that, great, and if not, you’ll still have a lot more understanding of your priorities for skill development.

To take advantage of this offer, contact me, Hugh Alley, at (604) 866-1502, or send me an e-mail at We’ll get back to you within one business day and schedule your free, no-obligation consultation.

I look forward to hearing from you.

Finally, I want to thank you so much for being part of this 7-part course, Writing Amazing Job Instructions. I hope you found it helpful. I hope you got lots of value from your time with me. And I wish you all the best as you develop the skills of your people.

In the meantime, if you want to have a conversation about how the performance in your organization can improve dramatically by increasing the skills of your supervisors and front-line managers, please click here.

Good training!

Hugh Alley
First Line Training Inc.

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