October 7, 2008
Job description tips
Meryl,
Do you have any suggestions for writing effective job descriptions?
Meryl says,
Yep. I describe this in my performance review book and my management phrases book.
Use the three R’s – really reflect reality. Make sure the descriptions are concrete. Choose words that paint a picture of what it looks like when performed 100%. Not, answers phone – more – answers phone by the third ring with proper company greeting.
Here are some questions to ask in building the description:
- What is the main purpose of the job?
- What are the primary responsibilities of the job?
- What are the main elements of the job?
- What parts of the job are essential, and there would be serious consequences if they were not done?
- What parts of the job are non-essential?
- What do others depend on this position for?
Ask people who depend on that person. For example:
- What do you depend on the person in this position for?
- What do you see as essential for this position?
- What qualities and behaviors do you appreciate most from the person in this position?
- What job standards would you like to see the person in this position have?
Pull it all together, and ask yourself the 3 R question. Does this really reflect reality? If you follow the process, it should.
July 8, 2008
Techniques ~ Best / worst case scenario
In my management seminars, I teach a decision-making process that involves answering the following questions:
1. What’s the best that can happen if I do this?
2. What’s the worst that can happen if I do this?
3. Is number one worth risking number two?
4. Can I live with number two if it happens?
I used this process to decide whether I wanted to sponsor The UltiMate(tm) Relationship Seminar in Colorado Springs. The answer was a decisive yes.
