Hey, what’d you call me?
You may not think that job descriptions are important, but as a manager or business owner you want people to know what their role in your company is. It is the same with employees. The more descriptive you are with what your employees’ titles are the more you will get out of their performances.
Think about it – If you have an assistant and you just tell them that their job requirements are clerical, they will answer phones, send faxes and tasks of that nature; but if you tell them to do something else like attend a networking event they will give half effort because for one, they weren’t trained to do that and for two it wasn’t part of their “clerical” role.
Does this make sense? Do you want half effort? That is what you’ll get if you aren’t as specific as possible with what you expect of your employees. Don’t call them a janitor when you want them to prepare presentations because your assistant is at a networking event. It starts to get confusing. I can tell you that giving responsibilities unique to a position will make the employee feel important and things will be more organized.
[...] The piece begins with a straightforward argument: You may not think that job descriptions are important but as a manager or business owner you want people to know what your role in your company is. It is the same with your employees. The more descriptive you are with what your employees’ titles are the more you will get out of their performances. [...]
Slaughter Development » Blog Archive » Job Description Prison
July 29, 2009