We get that question a lot.Simply put it’s a Peanut Butter Jelly Document.There I said it so you don’t have to.
Job descriptions have been around forever.And they probably account for at least 10% of the trash in our landfills.Recycle folks, recycle!Unfortunately the state of the “job description” is dismal.Most of the ones I see are 3-4 pages long and include bullet point after bullet point like, “On Wednesdays move the stapler from the left side of the desk to the right” and “Tuesdays are cake days in the office, so bring your favorite cupcake – must be gluten free, Harry in accounting is on another diet.”The job description in its current form does nothing for the employee.
Many organizations struggle to meet production goals and the people within these organizations struggle to truly understand what they should be doing and how they will be held accountable – all because they are not given crystal clear direction as to what their actual job is meant to do for the company.
Change your focus and toss out all the old job descriptions. Create a Performance Based Job Description (PBJD).Here’s why:giving your people crystal clear direction is the key to being able to hold them accountable to the performance standards of their position, and the PBJD gives your people crystal clear direction on how they are to go about succeeding in their position.
The PBJD has several components.First are 10-12 single-sentence, very specific, and measurable job duties.Next, are 3-5 actual outcomes for “minimal acceptable” performance.These are the things this person must complete within the measurement of time in order to remain in this position – again this is crystal clear with no wiggle room.Next, you will have 3-5 specific measurable outcomes your employee should reach in order to excel at this position.And last, you have a place for their signature.
This gives you and your team clarity as to what their job is, how to do it, and how they will be measured.
The most common reason why people leave their companies: lack of development, not enough pay, and lack of clarity.The PBJD takes care of the clarity issue.Now, you just need to work on the development by coaching and empowering – doing so will erase the third reason, low pay. But this is another topic for another day.
Reach out to us when you get a few minutes and we can explain this concept further – according to your specific needs: firstname.lastname@example.org