Johanna Rothman commented recently on Don Blohowiak’s question of, "How much of a factor do you think job descriptions are in influencing what people do at work all day?" His answer to his own question was, “What’s smaller than none?”
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She responded to that question by mentioning that one aspect of any manager’s job is to “review those job descriptions during the year and see where people are outperforming their description (and there will be places they are), and continually monitor any underperformance (and then provide prompt and effective feedback).”
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Are Job Descriptions Important? Look at it from this point of view:
How can anything be measured if there is nothing to measure it by? How can an employee know if they are excelling or falling short of what is expected and required of them?
While a job description shouldn’t be for the purpose of micro-management, at the same time if there are no guidelines followed at all, an employee will simply float out there, bouncing around and engaging their work from a no-win place of getting no feedback or not really knowing where they are going in the company.
So make sure as a manager that you review the job description off and on during the year and remind your workers by showing them where they are excelling and where they are falling short.
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