TRIPLE III TIME: Job Descriptions: Setting Limits or Setting Priorities?
This week we are “analyzing” job descriptions. Have you looked at yours…or anyone’s job description lately? When you read through it…do you feel it provides you with work limitations…or does it serve as a guide for setting priorities for solidly performing your day job? Finally does a review of your job description leave you with a feeling of empowerment…or an ability to proclaim in so many areas: “Hey that’s NOT my job!”?
Too many times in too many workplace situations the wording contained in a job description drives down creativity and innovation. Think about it. Do people really look at their job description to measure WHAT ELSE they could be doing…or determining the limits of what they have to do? And even when you see that little sentence that says: “All other duties as assigned by leadership…isn’t it sad to believe that you have to be told to do a little extra?!
This weeks TRIPLE III TIME message: Job Descriptions: Setting Limits or Setting Priorities is intended to impact both employers and employees. First don’t use job descriptions as “its not my job” hiding places. There truly isn’t a more continuing improvement defeating phrase. Second, leadership should not construct job descriptions that contain words which lead to employment limiting interpretations. Instead use terms that encourage assuming additional assignments and suggesting professional improvement.
I understand job descriptions have a valuable purpose. My questions is: Do your job descriptions limit employee potential or provide priority guidance for growth and opportunity?