Great bosses never look over their employees’ shoulders or try to micromanage, because they know, “When it comes to your team’s day-to-day jobs, knowing how they do it isn’t nearly as important as knowing what they do.”
If you want to follow Pro Code #44, develop strong job descriptions for each role within your team. Then, review and update those listings once a year at a minimum or in the case of any of these situations:
New technology or tools are in play. When new procedures and equipment become available, fresh guidelines and retraining may be needed. Skill sets necessary to complete the job must be updated in the job description for future hires. As well, publicly praise current employees for new skills acquired.
Tasks are shifted from one department (or person) to another. As the company’s strategy evolves, individual department tactics may change. Keep things organized by revising those job listings. This will also make accountability for projects clear across departments.
An employee’s needs change. For a variety of reasons, an employee may become more ambitious or, possibly, less active on the job. In the event of a promotion, leave of absence, relocation or other major change, adjust the job duties accordingly to ensure team members stay productive.
Use your review process to help keep job duties up to date and get direct input from employees about their day-to-day activities. Hopefully, employees who follow the Pro Code will come prepared to re-align job performance goals with their job description.