(with a human touch rather than relying on AI, that will create alignment and clarity with your team)

​

When you think of Job Descriptions (JDs), is this usually your response ⤵️

➡️ Are they really that important?

➡️ Don’t the team “just know what to do”

➡️ It’s just another thing to have to do that I don’t have time for

​

One of the biggest mistakes I see leaders make is to avoid, forget or not see JDs as an important and useful tool for themselves as a leader, and especially for attracting top talent.

​

So a check-in for leaders, are any of these happening for you right now: ⤵️

➡️ My team is not performing and I don’t know why

➡️ There are some team members not doing what they are supposed to be doing

➡️ Some of the team seem to be working in isolation compared to what the rest of the team are doing

➡️ What someone is working on doesn’t align to our overall goals

➡️ My team continue to ask for clarification on what they should be working on

➡️ Timeframes are not being met for completing tasks ⤵️

​

The key theme that centres around these statements comes down to how clear your expectations are.

​

The solution to the above is....you guessed it, a Job Description!

​

Having an effective crafted JD can be your one guide and compass and could become your number one tool as a leader (big call I know!)

​

Well, where do you start when it comes to writing an effective JD?

​

Here’s my top 5 tips to get you started:

​

1️⃣ Be clear about the responsibilities

Have you taken the time to work out what the position is?

What the position is responsible for?

How does the position affect, align and collaborate with other positions in the business (and yours)?

Make sure you take the time to be clear about this from the beginning and preferably BEFORE you hire.

​

2️⃣ Make the responsibilities actionable

It's pretty easy to write a list of tasks and duties, but taking that extra step to make it actionable creates even more clarity on what someone is responsible for DOING.

Use words such as create, lead, plan, implement etc.

​

3️⃣ Include your company values

Having actionable responsibilities is one thing, including your company values which is the "How someone is expected to BE" in the role and company provides additional clarity of expectations. This can also support you during performance reviews to see if the team have performed in a way that is aligned to your values (or not).

​

4️⃣ Involve your team

Now this tip happens once your team starts; by involving them when developing, changing, adjusting and ultimately aligning them with the JD through a two-way discussion.

Be open and clear about what you expect from the role, and it then allows your team the opportunity to ask questions, understand, seek clarification so there is no misunderstandings.

​

5️⃣ Review the JD regularly

Having a JD to set clear expectations isn’t about sharing it once, but regularly, and as often as needed, so the team is clear and understands their responsibilities and impact their contribution and performance has on the team and business.

The more communication to align expectations, the better outcomes you will have, and the more engaged and motivated the team will be.

​

Are you ready to create an effective job description?

​

If you need more guidance, I've got you ⤵️