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How to write a memo to your boss

What Are Some Things to Include in a Rate Increase Letter?

❶In this case, you will need to save your document as a PDF and attach it to the body of the email. The heading should have the date the memo is being written, along with a short phrase describing what it is about.

2. Make a request rather than saying what you think.

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What Do You Write a Letter to an Insurance Company?
1. Make a suggestion rather than giving advice.

Below, you will find several steps that will guide you to composing a good memo in a matter of minutes. If you are into handwriting, it would be better to you to choose clear white paper and make your handwriting as distinctive as possible. Your boss will hate to decipher awkwardly handwritten lines, no matter how important they are. If you are typing the memo on a computer, use proper formatting that will make the document easy to read and pleasant to look at.

Times New Roman, Calibri, or Arial. Give the pages proper margins. Separate paragraphs with double line spacing. Make sure you do the proofreading after you complete the writing. There should be no errors in grammar, punctuation or the content.

Make sure all the names are written in a proper way. There are a number of no-cost governmental accurate technical assistance resources available to us. I will forward those to you regularly as needed. Additionally, I recommend that any of us involved in decisions related to discipline, demotion, probation, termination, or the investigation of harassment, discrimination, or retaliation complaints attend formal training on these issues. We share a commitment to prevent liability exposure for Company and for ourselves personally.

List any other relevant departments. I will forward links and other relevant information to you regularly as needed. Additionally, I recommend that any of us involved in decisions related to discipline, demotion, probation, termination, safety and health, or the investigation of harassment, discrimination, or retaliation complaints attend formal training on these issues.

We share a strong commitment to prevent liability exposure for Company and for ourselves personally. I would be happy to design and present this training, which would simply explain the differences between each example of healthy and unhealthy humor and elaborate upon the many ways in which unhealthy humor is destructive at the workplace.

I can provide you with a training draft for review within two weeks if you have no objections. The benefits of implementing a policy around healthy humor using guidelines such as these are that a firewall is created that forces employees to stop short of inappropriate behavior before they even approach the danger zone of EEO issues and that employees feel confident that they can work in an environment of dignity, respect, and security.

As we know, such an environment contributes to productivity, effectiveness, and equanimity. We also know from research in the emotional intelligence field that both emotions and conflict can be highly contagious and that unhealthy humor will only encourage the spread of destructive emotions and lateral conflict among employees, which ultimately adversely affects communication, collaboration, cooperation, teamwork, and efficiency.

This policy would also support a code of conduct and an anti-bullying policy, thus reinforcing a psychologically, emotionally, and physically safe workplace for all employees. Please be sure to spell out the acronym the first time you use it in any communication with an employee. This training does not just teach conflict resolution and introductory mediation skills; this training teaches the four distinct types of conflicts that affect workplace and what can be done to prevent and effectively handle them, and also addresses common dysfunctional beliefs about conflict in general.

The training also addresses constructive and destructive responses to workplace conflict, as well as how the organizational power and roles of those involved in a conflict have significant influence upon how the conflict will be handled, which is very significant for managers and leaders to be aware of. This training addresses group conflict, interpersonal conflict, the costs of unresolved conflict, and successful options for conflict resolution.

This training would serve to prevent bullying, harassment, discrimination, retaliation, workplace violence, and entrenched costly unresolved conflict that can easily spread from individuals to groups. Only include this statement if it is true: I would like to suggest to that Company install suggestion boxes in each location where employees regularly gather, such as the lunchroom, the time clock area, or the kitchens.

This will give employees an opportunity to make suggestions for Company without having to identify themselves, which includes employees in a way that allows them to be comfortable but still know that their ideas and suggestions for Company are welcomed and invited. I can regularly collect any suggestions and relay them to leadership in my choose which you use: I can also comment on the suggestions if you would like and let you know if I believe the suggestion is on Company would benefit from pursuing.

Unless you have an objection, I will draft a memo announcing this new initiative that will solicit and welcome employee feedback and contribute to an optimally functional workplace. I propose that Company implement that unpaid internship program I have outlined below. I would like to suggest that Company reward unpaid interns with lunch with their supervisor paid for by Company and a Company t-shirt at the end of their internships.

Rewarding our unpaid interns is a way for Company to show its appreciation for the hard work and dedication they provide. This initiative will also contribute to a workplace culture that acknowledges and appreciates those with whom we work.

I would like to suggest that Company implement a defined yet relaxed dress code for Company employees for most days. The exception would be for any formal Company events, while representing Company at certain specified events, or with certain clients whether at Company offices or elsewhere. This will give employees a benefit they will greatly appreciate that costs Company nothing.

Employees who are physically comfortable produce better quality work and are happier, thereby providing them with more energy for solving difficult challenges. Employees who are physically comfortable are less likely to be on edge, and are therefore less likely to become involved in conflicts based on misunderstandings. Employees who are physically comfortable think more clearly and perform better. Most sneakers are much healthier for the human foot than any formal work shoe.

Additionally, traditional dry-cleaning methods have been reported to have a deleterious effect on the environment as well as on human health. Employees will greatly appreciate this benefit, which will increase their loyalty to Company and cause them to perform better and be more invested in their positions and work at Company.

Unless you have an objection, I will draft this memo announcing this new initiative that will allow employees to be more physically comfortable as well as happier at Company. Flextime can also be requested by supervisors via e-mail, copied to HR, to address scheduling or changing work needs. A minimum of hours must be worked in a single month, and the request must be approved by a supervisor before it is taken.

You may customize this to your company. This request must be approved by a supervisor. Flextime can be requested either by an employee or by a supervisor. Employee response should also be copied to HR and payroll. In addition, a supervisor may request that an employee substitute a weekend day for a weekday on a case-by-case basis. With the approval of a supervisor and HR, flextime may extend beyond one month.

Employee must use the Time Away form and approval from the supervisor. The approved form will be forwarded to HR for inclusion in the employee file. HR will forward this form to Payroll. A copy of the timesheet for the period during the hours in excess of 80 hours were worked must be signed and submitted prior to usage.

We will each take a short EI self-test. We will then each choose 3 of the 15 EI subscale skills to focus on improving over the next year. I do believe this will be an exciting process for us all.

I want to make several suggestions regarding addressing emotions in the workplace that I believe we should remain aware of. I do believe this requires immediate remediation. Additionally, I recommend that all Company management employees who supervise employees attend formal trainings on discipline, communication, emotional intelligence, and sound management skills for handling challenging situations. This directive is not being given to other employees that I am aware of, and could be an example of disparate and inconsistent treatment.

This could easily appear to be an example of disparate treatment for any reason including related to personal conflicts of interests. I am unaware of this employee ever engaging in behavior that has been characterized as threatening or violent, and I see no reason for such a directive to be given to this or any employee. Tragic events in the workplace indicate the need for food processors to identify, evaluate and control occupational hazards commonly found within the industry.

The… sanatate in munca. Which format would you recommend? You are commenting using your WordPress. You are commenting using your Twitter account. You are commenting using your Facebook account. Notify me of new comments via email. In case you no longer have that information, I have provided it for you below: The State in which this employee works: In order to donate you must: Your Supervisor also include the supervisor of an employee, or any others on this list to whom this memo should be addressed From: Unless I am unaware of additional information or documentation related to this matter, I recommend that we revisit this situation and seek technical FMLA assistance to ensure that we at Company have not made any errors in violation of the FMLA.

President of Company also include your supervisor, Legal, Finance, payroll From: I am concerned about how the recent situation with product or employee was handled. Unless I am unaware of additional information or documentation related to this matter, I recommend that we revisit this situation and that we seek technical product and public safety assistance to ensure that we at Company have not made any errors in violation of product and public safety law.

Moving forward I recommend that we consider implementing a decision-making protocol that will include technical assistance consultation from no- cost government or SHRM resources to prevent errors in the future.

Additionally, I recommend that all persons involved in issues related to product and public safety decisions attend formal training on prevention and compliance issues. My membership in SHRM provides free information, white papers, case-law information, and research capabilities along with toolkits for how to best handle product and public safety-related issues. I recommend that we use these resources in the future to ensure legally compliant decision-making processes related to issues concerning product an public safety.

Additionally, I know we share an awareness of the importance of precedent in our decision-making processes and our handling of product and public safety issues in a legally compliant manner. Additionally, we have a responsibility to investigate concerns about public safety or product safety promptly, thoroughly, and soundly.

Just as importantly, we have a legal responsibility to prevent retaliation against any employee who comes forward with such concerns. If we learn that any errors have been or being made, I recommend that we remediate those as soon as possible.

Moving forward, I recommend that we consider implementing a decision-making protocol that will include technical assistance consultation from no-cost government nor SHRM resources to prevent errors in the future. The resources below are free and available to us for use at any time. My membership in SHRM provides free information, white papers, case-law information, and research capabilities along with toolkits for how to best handle issues concerning the prevention of inadvertent or intentional retaliation.

I recommend that we use these resources in the future to ensure complaint decision-making processes related to these issues. Additionally, I know we share an awareness of the importance of precedent in our decision-making processes and our handling of these issues in a legally compliant manner. Whom It May Concern: Your Full Name Date: My specific concerns are: May I take my paid leave in full as well as another week of unpaid time off?

You never want to come across as demanding, but questioning, and informative. Ultimately, you want your boss to feel you are respecting their position and authority to decide what is allowed. It is also important to add that you are open to speaking about the matter in person, or in whatever way is easiest for them to contact you. Sign-off with a courteous and professional closing. Leave a large space and type your name so when it is printed, you can sign the letter in that space.

Whatever the intent of your formal letter to your boss, make sure to write it well in advance if it is time-sensitive. Whether leaving your company temporarily or tendering your resignation, being prompt and polite is paramount. Nicole is a business writer with nearly two decades of hands-on and publishing experience. She also studied business in college. Video of the Day.

Main features of a good memo to a boss

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Mar 23,  · Distribute the Memo. If you’re emailing your memo, you can send it in the body of the email, or as an attachment. If you’re distributing it via paper, print a copy and send it through internal mail, or hand deliver it, whichever is your boss's preferred method for receiving correspondence.

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Writing a memo to your boss can be a challenging task. This is an opportunity for you to write to your boss about a specific subject that you feel needs to be addressed. It could be your findings for a report that he has asked you to complete.

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Use our sample 'Sample Memo to Boss.' Read it or download it for free. Free help from wikiHow. A memo that you are going to give to your boss relates to subjects that are interesting to the boss or are within the area of his or her competency. That is, if you are a sales manager, you can write a memo on a decrease in the effectiveness of the sales department.

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Writing a formal letter is intimidating. Writing a formal letter to your boss can feel out-of-this-world scary. Whether it is to request time off or tender your resignation, it is a good skill to learn as you go out into the working world. Keeping a template in mind will help you greatly along the way. Write a letter to your boss by choosing the topic to address, explaining the reason for the letter clearly and asking for specific action in response. A letter to one's boss should use a professional and respectful tone and should focus on making requests rather than demands.