How Accurate Job Descriptions Help Lead to Success for Both the Business and Employee

Accurate job descriptions are essential in the quest to find and retain qualified employees. No company should stray from utilizing these important tools, as well written job descriptions help both businesses and their employees better understand what's expected of them.

Far too often, employers select candidates that they think will be successful in a position, only to find that they fail miserably because they are unqualified or aren't motivated to perform the job. Or employees accept positions and discover that they don't like their required day-to-day tasks because the job's not what they thought it would be.

What can you do to help avoid these headaches? Clearly define the roles and expectations of the positions at your company and communicate those expectations to each employee in the form of written job descriptions.

Job descriptions help lay the groundwork for effective performance and success. They clearly define the essential functions of jobs, with a level of detail that helps employees understand what's expected of them. Don't be bashful in describing the required work. If a job requires the performance of menial tasks or something particularly challenging, say so. You'll be much better off if your employees know what's expected of them than you will be if they're surprised by what a job entails.

Make sure that you accurately describe the working conditions of the job. For instance, if the position requires a high degree of travel or it will be performed in a fast-paced setting, make sure that you accurately describe the environment. These important details will help you attract candidates for positions who won't be surprised by the working environment and ultimately, they'll be more satisfied.

Finally, make sure that you clearly define the required qualifications of the position. Outline what you expect in the areas of knowledge, skills, abilities, and education.

You won't be sorry that you took the time to create detailed written job descriptions. The more clearly you communicate your expectations, the happier your employees and ultimately, you, will be.

Performance Appraisals – A Key Strategic Tool

Do your employees know what's required of them? Have you clearly laid out your expectations in writing and have you shared this information with them? These are important questions for you to consider as there are few better tools at your disposal to improve the likelihood of your employees' success than clearly communicated expectations and corresponding periodic performance appraisals.

Unfortunately, it's far too easy to get busy with work demands; such that you don't slow down enough to take the time to make sure your employees know what's expected of them. Perhaps you have high performing employees who don't feel appreciated. Or maybe you have an employee or two you're struggling with who just don't seem to get it. If these scenarios sound familiar, here are a few suggestions you might find helpful.

Clearly define your expectations. It's critical that your employees understand what's expected of them. If you don't provide a path for them to follow, they're likely to blaze their own trails. With clear expectations, employees can generally gauge on their own whether they're doing the right thing. If they are not performing in a way that's expected of them, you don't want it to be a surprise when you bring it to their attention.

Assess your employees' performance and communicate the results. Once you've defined and communicated what you expect of your employees, determine whether they're meeting those expectations. It's best to utilize a written tool for both the analysis and the communication. Create a numerical and/or qualitative rating assessment tool. Then, complete the assessment and meet with them to describe your ratings of their work. Schedule a special meeting to go over the assessment and provide an opportunity for open dialog and feedback.

Create development plans to define a path to improvement. If you determine that changes need to be made in your employees' performance, develop a plan for improvement. Have the employee identify strategies for improvement on their own or with minimal assistance on your part. The more involved they are in the creation of the plan, the more likely they will be to improve and to sustain that improvement.

Meet periodically to discuss progress and to identify new or revised expectations. It's all about communication and commitment. Celebrate the successes along the way and work diligently to continually focus on those things that need improvement. Schedule periodic meetings to discuss these items and commit to making sure they don't get overlooked.

You won't be sorry that you took the time to follow these steps. The more clearly you communicate your expectations and provide opportunities for your employees to share their thoughts and feelings, the happier your employees and ultimately, you, will be.