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Dear Colleagues,
Job
descriptions evolve over time. But all employees, new or old,
need to have a clear understanding of their role in a company
and what is expected of them. New hires need a starting point
for their position. Long-term employees may need guidance about what their
continuing role in a company ought to be.
In this
edition of HR Smalltalk, we’ll discuss the importance
of defining job roles.
For more information, feel free to
contact us at 604.688.3879.
Warm regards,
Cissy
Pau
Clear
HR Consulting Inc.
CLEAR GOALS NEED CLEAR ROLES
The team
just missed their deadline, again. And half of your sales
group is threatening to quit out of frustration with the
production
department.
Meanwhile,
a client keeps calling to resolve an issue, but no one has
called him back...because everyone thinks that someone else
has taken care of it.
When
employees don’t know their roles, workplace chaos can result.
The consequences of not having clearly defined roles in a company
are serious:
- Lack of engagement - Employees are just not interested in doing their job
because they don't know what their job is.
- Frustration with the team - When staff members don’t
have clearly defined roles, they
often step on each other’s toes.
- Targets, shmargets - How can employees know if their targets are being met if
they don’t even have clear objectives? This could be lethal
for a company.
When job roles are clearly defined, the opposite effect occurs:
- High motivation - Employees do the work they’re
supposed to do and take pride and ownership of their position.
- Working together - It doesn’t always have to
be the boss giving direction. If employees know their roles, they are able to work with
others in a coordinated way to accomplish goals.
- Goals get met - Companies are in a much better positioned to achieve goals
when employees understand their own targets within the company.
Three things that employers can do to clarify employee roles
and responsibilities are:
- Create job descriptions - Ensure that each position has a clear job description which
identifies the main duties, responsibilities and performance
expectations of the position.
- Communicate expectations - Discuss with employees what your
expectations are of them, the goals for their
position and how these goals tie to overall company goals and
objectives, and the standards to which you expect them to
perform.
- Give feedback - When employees do a good job, let them
know and provide specifics of what they did well. When
they do a not-so-good job, provide them with constructive
feedback. Identify areas for improvement and how they
could do their job better. Be kind and respectful.
When employees know what is expected of them, they are more
motivated to perform well. With clearly defined roles,
employees can only help your business succeed!
HUMAN RESOURCES AUDIT
Do you have the right HR policies, procedures and systems in
place?
If you're like most companies, you get caught up in the
day-to-day challenges of managing your company and your
employees. Meanwhile, you lose sight of the bigger picture,
priorities and opportunities to streamline operations and
increase revenues.
Implementing one-off processes without considering how they
fit into or support your overall strategy often translates
into ineffective and inefficient processes that need to be
revisited time and time again.
An HR audit provides you with an objective, third-party
perspective on your:
1. Company structure
2. Company culture & environment
3. Hiring process
4. Pay & benefits policies
5. Training & development systems
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6. Performance management
7. Rewards &
retention systems
8. Employee relations approach
9. Employee communications
10. Employee record keeping & files |
Following the HR audit, you receive an in-depth report that
identifies short- and long-term priorities in each of the
above areas, along with recommendations. It's a quick,
cost-effective way to get a clear understanding of your
existing situation, areas of priority and steps required to
avoid costly mistakes.
Find out what
an HR audit can do for your business.
For more information on Clear HR Consulting Inc., or if you have
any questions, contact us at info@clearhrconsulting.com
or 604.688.3879.
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