5 Questions Everyone in the Workplace Wants Answered – #1

Question #1: What’s my Job???

It’s the beginning of a brand new year, and I’m back in the saddle to bring you more practical, down-to-earth insights, tips, tools, and techniques to help you become a better leader—wherever you serve!

This post begins a new series –

5 QUESTIONS EVERYONE IN THE WORKPLACE WANTS ANSWERED

This great insight is adapted from Jerry R. Wilson’s book, 151 Quick Ideas to Inspire Your Staff.  These five key questions define and shape every employee’s work EVERY DAY.  If you want to be an effective leader, you must be able to provide clear, straightforward answers to each of these questions, for each of your team members. 

The first question is the most important and fundamental:  WHAT’S MY JOB? 

Don’t overlook this question or assume your people know the complete answer.  Here’s what the Blanchard Companies said about this in an issue of their web-based periodical, Ignite: 

“When employees do not receive the direction and support they need to accomplish their key tasks successfully, the result is wasted time, substandard results, and costly rework.  One big culprit?  Unclear direction and lack of follow-up.”

That’s right, UNCLEAR DIRECTION.  Whenever you assign a job, task, process, or goal, you must always start with a clear description of the successful outcome you desire (including deadline, timetable, and any other essential requirements). 

If you’re concerned about the worker’s ability to succeed, then build into the assignment a few strategic “checkpoints” – moments in time when you will check in with your team member and evaluate their progress.  Make sure you gain clarity and agreement about these checkpoints, so it doesn’t feel like you are micro-managing. 

Here’s the idea: a job description isn’t really complete without clear direction! 

This especially applies to the “big picture” of an employee’s position.  I’m referring now to the major reason for their hire in the first place, what I call “the REAL job description.”   When I use that phrase, I’m not referring to the qualifications for their hire or what their job responsibilities will be if they ARE hired.  I’m talking about the RESULTS that will define successful PERFORMANCE in their role if they are hired and ultimately prove adequate for their new job.  I’ve described this in more detail in a previous post and you can access it here: 

Hire S.H.A.R.P.E.R. People – Part 5 | The Boss Doctor

For an employee to understand what their REAL JOB is, they need a clear answer to this question:

What are the most important things I need to accomplish in the next 6 to 12 months in order to demand and justify a raise in my salary? 

Since most of MY jobs in organizational life were “turnarounds,” I usually knew the answer to that question after even the briefest interview.  It usually sounded something like this: “Get in there and clear out the dead wood; turn things around; and get some decent numbers by the end of the year!”

Can you really summarize a job that succinctly? 

In an issue of Fast Company magazine, Linda Tischler tells the story of David Butler’s promotion to become the Vice President of global design for Coca Cola: 

“Butler’s marching orders when he arrived…were simple.  So simple, in fact, they fit on a Post-it Note.  On his first day of work, his then boss—chief creative officer Esther Lee—handed him a yellow sticky.  It said three things:  1) Meet a lot of new people and get to know the business.  2) Work on Coke.  3) Tell me when you need help.”

Up Close and Personal

I once took a position with a one-sentence assignment:  “Reverse a 9-year trend of decline.”  Of course, there was a lot more detail to the formal job description, including plenty of bullet points regarding responsibilities and management of staff.  But the CEO was clear about the “do-or-die” measure of success or failure in the job.

Here’s the point:  Sticky note or not, every person on your team needs a clear description of your expectations for their work, with a focus on the RESULTS you want.  Make sure they get it!

If you need some help giving or gaining clarity in your work, we can help!  We can help you become a better leader OR follower, with top-notch training and executive coaching.  Our fees are reasonable and our clients achieve real results, in promotions and new leadership opportunities.  And if you want to know the rest of the 5 questions, stay tuned – we’ll tell you about them in upcoming posts!

Until next time… Yours for better leaders and better organizations,

Dr. Jim Dyke – “The Boss Doctor” ™ helping you to BE a better boss and to HAVE a better boss!