Job Description Responsibilities

Job Description Responsibilities

Author: H Woolston

We want our food, music, fashions, and vehicles to reflect who we are; we also want our work to reflect who we are. In an intellectual or thinking workplace, the more jobs are customized to the talents and thinking of each employee, the better they perform. Customizing jobs directly affects employee engagement, attitude and company performance.

In the previous industrial age (before much of manufacturing moved offshore), standard job descriptions were the rule. This insured that all machinery and production would run as planned and that any employee could make the process work.

Today, we are in a service or intellectual age. Our success happens in the quality of our employees’ interaction with our customers; this cannot be mandated through standard job description because each service event is different and unique. Standard service responses do not work; instead, employees must be constantly thinking and inventing to inspire customer loyalty. The more the job is built around the strengths of each employee, the more engaged and competent employees feel. The greater these feelings, the more connected employees are to their work and to customers. The result is a significant improvement in performance. Customization is the key to employee seo and performance.

Think of a standard job description in today’s age of customization as a shirt or a coat that doesn’t fit well…it is uncomfortable. When we wear something that is uncomfortable, we are constantly aware of its bad fit; it distracts us. The same is true with jobs that don’t fit – they distract us from performance. Today, all organizations need their employees’ full attention on performance; anything that districts employees from performance affects company success.

Customizing jobs, or more widely known as job sculpting, is the process that starts with a standard job description then modifies it to take advantage of the talents, interests and experience that are intrinsic to each employee. Job sculpting is a simple process summarized in the four points below:

1. Know your business. Before you can start to sculpt (customize) jobs for your seo you must have a clear strategic understanding of your business because you will sculpt their jobs based on your business needs. Though most organizations host a formal strategic planning process each year, a basic strategic update should be done monthly that addresses the following two areas: What are the five most critical events/issues/opportunities facing the business today?

• What are the talents, skills and resources within the organization to address the items above?

This will start your process of job sculpting since the goal is to match the right employee with the critical business issues, changes or opportunities.

2. Know your employees. Know the talents, interests and values of each of your employees. Consider using “Strenghtsfinder 2.0″ by Tom Rath and its on-line questionnaire to define each employee’s talents. Then spend time with each employee to get to know their interests and values. You now know your business needs and the specific talents and unique strengths and performance resources available in your employees. You are almost ready to start job sculpting.

3. Review the standard job description. A standard job description is created to insure that completeness of position responsibilities, to help the business operate effectively and to define the talents needed by the employee to do the job well. This information encourages the millennial manager to hire the right employee who is a good fit for the expectations of the role. This will also assist us in our job sculpting process.

4. Sculpt the perfect job. First, review each employee’s talents, values and interests; now you know the engaging and interest areas for each employee. Next, review your business issues, changes and opportunities. What talents will be needed to handle these changes and opportunities and who will be best matched to work on them? Match employee talents/interests to the business needs to develop modifications to each employee’s job. Check to see if the task is already addressed in the job description. If not, add it. In most cases, the additional task will be well received by the employees since it in their talent and interest areas (it appeals to them). This creates an entirely new job description, customized for both the employee and the environment. For example, if the business changes required it, which employee would be excited to investigate a competitor’s website, create a telemarketing program, design a customer survey or create new more powerful daily performance reporting? Which employee would find it engaging to assess and propose a change to business hours, develop an on-line commerce site, attend a trade show, teach a course to other employees or re-organize a section of retail or office space?

The more the standard job descriptions are punctuated with energizing and customized responsibilities that match employee talent areas, the more employees are pulled into performance. Their jobs are continually updated, reinvented and sculpted. This way, no employee feels stale or bored; performance and engagement levels soar.

Successful management in today’s economy is based on personal connections. The more time a manager spends getting to know his employees’ strengths and interests, the stronger their bond is; this manager is also more capable of matching employees’ talents to the business issues/opportunities and to sculpting engaging jobs. As the environment changes, this constant dialog allows the manager to continue sculpting their jobs to keep them excited, engaged and connected to performance. Today, a “one size fits all” job approach drives employees away. Customize and sculpt jobs and you will attract, retain and inspire the best performers.

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