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.

This entry was posted on November 26, 2010 at 5:55 pm and is filed under Leadership, Performance Acceleration. 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.