We’re wrestling with how to specifically tailor employee job descriptions, so we’ll know exactly what we would want people to handle. Feels like a lot of work. Want people to accept and embrace the results. Want to be as clear as possible about what’s expected.
Thoughts of the Day: Create a map of the organization. Get employees involved in customizing templates. Layout requirements. Then remember to refer back to employee job descriptions when it comes time for reviews.
Most jobs in a single department have a lot of commonalities. Start with overall employee job descriptions of what’s required for those who work within each discipline of the business. Write up a template for each group of jobs: sales, marketing, operations, human resources, finance, IT, etc. Human resources help with recruiting, hiring, exiting, and everything related to people in between. Finance predicts and tracks results and manages assets and liabilities. Sales and marketing feed the organization with new and expanded business opportunities. IT keeps everyone up to date with technology. Operations produce and deliver on the promises made to customers.
Layout expectations, and clarify who reports to whom.
Successful interaction among departments is as important as producing results within departments. Clarify who each department ultimately reports to. Layout expectations for cross-supporting departments.
- Sales and operations should work closely together to ensure consistency between what is sold and what is delivered.
- Sales depend on marketing for leads. Marketing needs input from sales to map out competitive strategies and define optimal approaches to vertical markets.
- Finance depends on forecasts from sales and marketing. Translate that into expectations for operations delivery and upcoming hiring requirements. Keep a score on how well every department performs.
- IT provides tools and data for everyone.
- HR provides personnel and rules for how people work together and keeps everyone legal.
Build goals for every department and position, including accountabilities and expected results.
Focus on “what” more than “how.” Refer to the company’s annual and multi-year goals. Talk about how each department contributes to the company’s overall success.
Include the intangibles as part of an employee job description, no matter what level or department. Commitment to personal development, innovation, attitude toward success, and collaboration. Define your company’s cultural expectations.
Using the appropriate department description. Sit with each employee and manager to talk about individual activities and responsibilities.
- Get a picture down on paper of what each job looks like daily, weekly and monthly.
- Map out how an employee might progress from entry-level to mastery within a position and within a department.
Define the basic requirements a candidate must meet to get hired.
Look at the gaps between people who excelled and people who struggled. Identify skills, behaviors, education, and life experiences that contributed to success in the same jobs. Set those as requirements for future candidates.
Use job descriptions in the hiring process.
Make adjustments 90 days into the job, as you get to know the strengths and weaknesses of the individual you’ve hired. Focus the job around what your new employee is good at. Work on developing skills over the upcoming year. Do monthly check-ins on progress. Provide feedback on what’s going well, what to focus on next.
A year in setting aside time to review results formally.
- Refer back to employee job descriptions. Provide written notes on successes and things to work on next.
- Follow up with a meeting to document results. Make adjustments to the job description for the upcoming year.
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