From the Ask Tom mailbag –
In your workshop last week, you stressed the importance of a role description. To be honest, we don’t really have time to write them. We either use an old version from HR, get something off the internet, or use our posting from Craig’s List.
And, that’s where the trouble begins. The reason we have so much difficulty with issues related to motivation and management is that we don’t accurately define the work. The role description is the cornerstone document –
- Defines the work, the outputs, the expectations in the role.
- Organizes the bank of interview questions.
- Creates the basis for behavioral interview questions.
- Structures the decision making process for selecting from the candidate pool.
- Structures the monthly (or more frequent) 1-1 conversation between the team member and the manager.
- Structures a performance improvement plan, when necessary.
- Provides grounds for termination, when necessary.
It’s all about the work. Our problems begin when we don’t accurately define the work. What are the decisions to be made, problems to be solved in the role?