Job Description – meaningless tool vs accountability advocate
Job Descriptions, in isolation, a meaningless tool.
Used in connection with your performance management initiative - Priceless.
My web developer wearing his marketing hat is charged with ways to drive traffic. On an SEO approach – he reported ‘job description’ yielded 110,000 monthly searches (these are national numbers).
There is so much information, pros, con, styles, it seems to be the craze at times. It is often the #1 initiative young (not chronologically speaking) owners feel they require when realizing the need to put in some sort of HR infrastructure, often times prior to a handbook. Rather facetiously, more to bring the awareness of false starts toward success, my response is – Why????
Growing a business is not like fixing a flat tire – although many abide by that approach. Writing a job description, and having an employee read it – becomes a moot point, if it is a patch – to get them to “know” what you expect.
Managing performance is more attuned to the dance of relationships. The Job description – a framework of universal expectations. It is through discussion, agreement, and perhaps quarterly self and supervisor (evaluations and )conversational exchanges which allow the intent to come alive.
There are at least 110000 perspectives and recommendations on creating them. Unbiased hiring practices, labor and employment law, developing and sustaining employee engagement, weighted percentages for compensation and bonus awards, disclaimers regarding contractual obligations, inclusion, skills, physical requirements, are they too open or too narrow, – just to mention a few.
It is always wise to pass your job description (format), employee handbook, and policies through legal eyes. Consistency in format, application, and use is always a best practice.
Not only do we write them, we customize performance management initiatives including them. So what’s our opinion – it is along the lines of clearly communicating expectations, and integral in setting up new hires for success. In providing me life lessons, my Dad once said – Lisa – you can enjoy it no matter what age… but you have to use it, or you will lose it. I think the same is true here….. Use it, or lose it – we advise to choose wisely.
“It is not enough to have a good mind; the main thing is to use it well. ”