for Why do companies have instructions for every employee? Help Do they achieve effective work results? Or is it herd the instinct to imitate other more successful and advanced organizations, where is all the work built with stringent job regulations? Let's try to figure out how it really is.

Job descriptions: is there any real benefit?

I confess honestly, I myself in no place where I had to work, in my eyes did not I saw my job descriptions. More truly, to see that I saw them - in form of the Talmud from the printed pages, but examine thoroughly each of points of their rights and obligations, somehow not brought. It wasn’t time, or desire ... or both of them combined.

Many employees will agree with me that job descriptions are real the formality resorted to by management in order to regulate workflow and bureaucratize it. Therefore boring rules perceived with apathy and without much enthusiasm.

More Moreover, unpleasant precedents happened in my labor practice when resorted to job descriptions as accusations arguments to prove the incompetence or wrongness of employees.

It happened and vice versa. Some workers, so as not to do unnecessary work that they tried to impose leadership on them, turned to the code of their official duties, arguing his refusal to perform this or that tasks. But this, as for me, is already an extreme measure. But these rules are very conditional, since there are a lot of nuances that cannot be foreseen or to regulate.

Why is the job description is not a dogma?

1) To begin with, each organization or company should develop job descriptions individually for their employees, taking into account specifics of their activities. In fact, it must be carefully a well-considered document that takes into account all possible deviations and force majeure permissible in the workplace. That is, any situation, any conflict, any incident should be foreseen and spelled out in job descriptions of the organization.

In fact, we observe a completely different picture. In 90% of cases job descriptions shamelessly downloaded from the Internet or are copied from other sources, without making changes and adaptation to your occupation. This is a huge minus and the main reason why such instructions are not taken seriously by employees.

such the rules simply don’t suit specifically for your employees, they don’t take into account the features of their activities. They are too general or even suspended because they are not written for your company, but for another structure.

therefore, if You as a leader did not bother to develop an exclusive arch requirements for your employees, then do not expect a wholly-owned response performance of official duties from them.

People must understand what they want from them, what they expect, how, how much and when. Only then can we talk objectively about some responsibilities and their fulfillment.

Less job descriptions - excessive maximalism

2) The second minus of job descriptions is maximalism. In other words, the employer is trying to shove too much in this document and right away. It is absolutely impossible to do this. Overblown list of your expectations from a future employee will scare away any newcomer who comes to get to your company.

themselves understand that in any new place a person needs to reach the heights gradually. So write down these levels of achievement in the official instructions . Create step-by-step instructions on which results and in what time frame you expect from a nominee employee. it will give a chance to beginners to adapt, calmly learn and gain experience, without earning at the same time nervousness and complex professional inferiority. Make it clear to the person that you are not expecting from him one hundred percent fulfillment of the plan of indicators this very second, and count on his professional growth step by step, step by step step. Give the employee an introduction to each stage of development and growth, intermediate results. This approach will make the set of tasks for workers more understandable and structured, eliminating the fear of not coping with employer expectations.

3) Do not forget about the human factor. It’s not robots that work for you, but people - remember this when compiling a list of responsibilities of your employees. Take into account the nuances inherent in any of us: illness, stress, bad mood, home troubles, conflicts within the team. All this may affect the workflow. Solve the problems of your subordinates You may not be able to, but you can definitely make them happy from the realization of their professional potential. For this, just a little hang in the office a set of official duties. Need to train employees use these instructions to achieve more results in work. The higher the performance of your employees, the your business is more successful. Therefore, prescribe job responsibilities as in a way so as not to limit a person’s rights, but rather to give he has more space for growth and activity.

Your employees are the key to the success of your company. Use staff as much as possible, realizing all their capabilities, potential, prospects and reserves. Let job descriptions become not fetters on hands, but fishing rod with which capable anglers will get the maximum catch.

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