The Metiss Group's Blog

Most leaders do a good job defining their direct report’s job responsibilities using either a job accountability matrix or a tradition job description.  This definition is most often done when the job is created or through an HR initiative.

Most jobs are dynamic and continue to evolve as the organization grows.  If you have an effective direct report, additional responsibilities are regularly added to their job.  At some point the job may become “too big.”

We recommend reviewing your direct report’s job responsibilities regularly and eliminating obsolete responsibilities and clarifying new ones.  Otherwise you may find your direct report sucked into spending time on activities that are no longer adding value to the position and not focusing on those new tasks that have become important.

Empower your direct reports to review their job responsibilities and you’ll both be more successful.

It’s well into November and time to have discussions about your direct reports’ development plans.  Even if you have been doing quarterly updates, this is the perfect time to check in to see how close they are to achieving their 2010 development plans.

Everyone wants to feel successful relative to their personal development and growth.  If it looks like a direct report may come up short on their development goals, see if there are some short term wins that could be achieved before the end of the year even if the ultimate goal is not accomplished.  You may also want to consider allowing some extra time or resources to allow the direct report to achieve success.

Imagine how a direct report will go to the wall for you when you’ve made an extra effort in helping them achieve a personal goal.

Empower the success of your direct reports by removing obstacles or deploying resources relative to their development goals.

We’re approaching the time of year when the holidays come fast and furiously.  Your direct report may have family members coming to visit, or they may be traveling out of town for the holidays. College students may be re-entering the home.  Parties may be hosted, homes decorated, and baking prepared.  Of course everyone faces shopping, wrapping, and sending of cards with varying degrees of interest.

The very things that may bring one direct report happiness and excitement may bring another stress or depression.  One-on-ones are designed to be about the employee and their success.  Simply asking about what they have planned for the holidays may give you an idea if they are anticipating the time with trepidation or excitement.  That knowledge may play heavily into your delegation plans, milestones on projects, or resources deployed to projects at hand.

Empower your employees by delegating and supporting their workload based on all of their commitments.