Have you ever tried making a complicated meal without a recipe? Sometimes you might get a winner, other times it might turn out a disaster! This can be how your employees feel in their roles when they don’t have a recipe for success.
Here are three ways in which having job descriptions can set your business up for a successful outcome.
1. Job descriptions set your employees up to win
A job description clearly sets out the responsibilities and tasks that the employee is to achieve. It also sets the boundaries as to what they are supposed to do, and what’s outside the scope of their role. This is empowering for employees as they know where the goalposts are (what ingredients they need), so they can be confident to work towards these goals. When people know what they need to do they will often have more focus and creativity. This produces better outcomes, as people are not anxious or hesitant to approach their job.
2. Job descriptions help you measure success
Job descriptions are also one of the most important tools in performance management, helping identity when employees are performing their job well, or highlight where employees are underperforming. Without a job description, there is no measure you have to let the employee know they are not working to the expected responsibilities of the role. They protect you if you ever need to have a conversation about underperformance, or if you need to highlight that an employee has even gone beyond their scope of duties. The job description is your friend.
3. Job descriptions help you hire the right person for the job
Lastly, job descriptions help you recruit the right person for your business. When a candidate receives a job description they’re able to look over the role and decide if they’re suited to it before they apply. Job descriptions can also help guide the interview questions, and set a selection criteria. Job descriptions help set the expectations from the start with your new employee, giving you a smoother induction and onboarding experience. New employees will find their feet quicker and add value to the team sooner when they know what to do.
Job descriptions aren’t set in stone. They change and evolve as you and your team members evolve in their roles. Some team members might take on new or higher levels of responsibilities, while others might take on new work due to their strengths or weaknesses. These should be reviewed as part of your business performance management strategy.
Need help writing job descriptions? Contact Assurance HR Management today!
