We all understand it is a good business process to outline the job duties of each position in the Company in a Job Description (JD). But, JDs are usually outdated because our roles change over time and let's face it - Doing them gets pushed to the bottom of our to-do lists!
A great approach to update your job descriptions is to find a format you like and have your employees complete with their version of the duties and responsibilities of the role. This process will also give you valuable insight on what employees are actually doing and how those duties are aligned with your Company Business Goals.
Employee Life Cycle and Job Descriptions
The Employee Life Cycle gives you the opportunity to engage and collaborate in the Job Description (JD) process with your employees at each stage.
Recruiting – Think of the JD like writing a marketing campaign for your company. Knowing what knowledge, skills and abilities are needed and not overselling is key.
Onboarding – The JD should set a clear understanding of what the job duties entail. You may find during this training period an opportunity to add, streamline or delete job duties.
Performance – Tying the business goals of the Company to the JD helps to align employee performance in the same direction. As your company goals change, re-align your job requirements and performance expectations accordingly.
Develop – Redeveloping the JD as the employee grows in the role. Use these as stretch goals and development tools.
Retain – Take stock in how your Company and your employees are changing, growing and developing. What is working and what is not working?
Other Reasons For Job Descriptions
It is also important to have written Job Descriptions for: