Are You the Reason Your Employees Are Failing to Perform?

Lisa Kennis-Miller is the Founder and President of HR Rescue Resources, LLC, a human resources consulting firm for small to medium sized companies. Follow her on Facebook.  For $50 OFF a 1 hour consultation or to join our mailing list, please visit www.HRRescueResources.com


Whether you are a three person show or a multi-location organization, properly written & executed job descriptions will prove their worth time and again.

You are the owner of a start-up and have 'had it up to here' with Joey because he just isn't doing the job the way you want him to do it; OR Susie isn't demonstrating all of the characteristics that you think a supervisor should have - - and today is the day you are letting her go!  Sound familiar??

Well, hold on just a minute... let's back up and ask a key question to make sure you have done your job as the owner/manager to provide the tools necessary for your people to succeed at their jobs.

Did you provide them with a complete job description during the hiring process? And again on their first day of employment? And again upon their annual review, with changes made (if necessary)?

Employee job descriptions are written statements (usually several pages) that describe the duties, responsibilities, required qualifications, education, FLSA exemption status, and reporting relationships of a particular job. Employee job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work.  It is also something that may evolve over time and needs updated as the job changes.

Employee job descriptions clearly identify and spell out the responsibilities of a specific job. They also include information about working conditions, tools, equipment used, knowledge and skills needed, physical demands, and relationships with other positions.

Effectively developed, employee job descriptions are communication tools that are significant in your organization's success. Poorly written employee job descriptions, on the other hand, add to workplace confusion, hurt communication, and make people feel as if they don't know what is expected from them.

Did you know that having accurately written, high quality job descriptions can also protect your company legally?
HINT: Saves you $$$$

• If an employee is terminated for poor performance, an accurate, complete, and up-to-date job description will help the organization defend its decision
• Job descriptions MUST have accurate and inclusive physical requirements/demands of the position to comply with the Americans with Disabilities Act (ADA) – they are often requested from doctors to determine if an employee can return to work after an illness, surgery, or injury
• Well-developed, accurate job descriptions may also prove useful in providing a defense against charges of employment discrimination beyond the recruiting process
• After completing a thorough job analysis, that will determine if your employee is exempt or non-exempt; make certain to label it on their job description.  [Violations of the Fair Labor Standards Act (FLSA) are VERY common in this area and come with HEFTY fines!]

 Remember, Employee job descriptions set clear expectations for what you expect from people. According to Ferdinand Fournies in Why Don't Employees Do What They're Supposed to Do and What To Do About It, this is the first place to look if people aren't doing what you want them to do. He says you need to make certain that they clearly understand your expectations. This understanding starts with the employee job description.

Lisa Kennis-Miller is the Founder and President of HR Rescue Resources, LLC, a human resources consulting firm for small to medium sized companies. Follow her on Facebook.   For $50 OFF a 1 hour consultation or to join our mailing list, please visit www.HRRescueResources.com

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