Written by Mike Shapiro, President and Founder of Insights Consulting and Coaching
Most job descriptions give little or no guidance to the associate or the manager about the job. That's because, for all their wordiness, they focus mainly on the experience and qualifications applicants are expected to bring with them, and the activities he or she will engage in once they get the job.
Despite the dramatic increase in the use of outside resources -- contractors, vendors, consultants -- and the use of agreements with specific expectations about results and time, not much of that experience has been ported over to be of any help in setting the specs for work done by employees. Now, more than ever, it's critical to use every opportunity to be clear about what's expected of each position in your organization.
Using a list like the one below will help you think more clearly about why you're filling the position in the first place, and help everyone get clarity about the results expected:
Just as the rules and nature of work have changed, job descriptions have to be brought up-to-date to set and manage expectations of the associate and management in the new economy.
This is a guest post from Michael R. Shapiro, President and Founder of Insights Consulting and Coaching. He helps business owners and entrepreneurs navigate through the chaos to create a smooth-running operation. Click here to visit the On The Spot Insights website.