It doesn’t get much clearer than this. And yet so many mangers and companies ignore this simple business proposition. Most of them support the concept of job descriptions as the foundation of letting employees know what to do, but how much effort do they put into keeping them fresh, using them as the basis of training and coaching, and building into them the results that are expected. My experience is that they are quick to list the duties and responsibilities in response to an HR request and are then satisfied when pointing to them on the shelf in their office that they’ve done their part for new employees. But the boss – the head of the company, needs to remind them to keep and use them continually as the basis of performance management, and that requires the inclusion of specific objectives and measurable results that can be reviewed and discussed regularly, not just annually. Because people with clear written goals accomplish more than people without them. Put that in your policies, hold managers accountable to actively using them, and get the most out of your people today.
Brian Tracy (born 1944): Canadian American motivational public speaker and self-development author.
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