The Metiss Group's Blog

Whether you are defining jobs using a traditional job description or an Accountability Matrix (our recommendation), you’ll want to get input from people who interact with the individual in the job when outlining the key requirements.

The supervisor and/or HR are generally responsible for defining the requirements for a job.  Soliciting input from those closest to the job provides two important advantages.  The people working closely with the job know whether it’s being done correctly or not — often because it impacts their work.  Gaining input from these stakeholders helps further define the success factors of the job.  Additionally, consulting the stakeholders creates a commitment from them to the individual in the job to succeed since they had a hand in defining it.  Just imagine the support felt by a new hire!

Ask for input from many people when defining your jobs and your direct reports will succeed.

This entry was posted on May 15, 2010 at 2:32 pm and is filed under Leadership, Selection. You can subscribe via RSS 2.0 feed to this post's comments. You can comment below, or link to this permanent URL from your own site.