When I start working with a new client it doesn’t take long to start hearing about the “bad” employees. The ones that just won’t enter their time, complain about their pay or simply don’t perform well.
It’s now cliche and expected to have owners fall on their swords and “accept” responsibility for the poor performance of their employee. There are enough management books and gurus out there that most owners know that bad employees usually mean bad managers. The trick is what they are willing to do about this situation.
Let’s go over the basics of a job description:
1. Minimum qualifications (objective measures of suitability for the role)
2. Essential duties of the role (what percentage of your time will be spent in different aspects of the position)
3. Measurements of accountability (what specific achievements need to be met in order for your staff to know they are successful)
Very simple document to put together. Have one for every role in your company. Don’t put out another employment ad without one. Don’t hire another employee without presenting the job description.
Your employees want these documents! Your candidates crave the definition of the position they are applying for. Your managers want to create the guidelines for the positions.
