“Not My Job!”

Several of my clients lament that their employees don’t understand or know what is expected from them. Strangely, this isn’t unusual. The job description that guides new employees often does not clarify what is expected or how they will be evaluated. Indeed, over time job descriptions become obsolete as jobs change and evolve.

You should have two documents for each position. One captures roles and responsibilities. It details the various components of a job and identifies specific things that the employee is responsible for. Basically, it breaks down the job and the accountabilities that belong to it.

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When Superior Performers Slip

Are you fortunate to have superior performers reporting to you? These are employees at the top of their game who always get the job done, who you can rely on for anything, and who your clients love because they’re just that good.

Until they slip.

This happens periodically and when it does, it’s especially painful because you’re not expecting it. The first episode might be when you discover a major error. The next time could be when a deadline flies by and he missed it. And another time might be when you receive a call from a client complaining about his attitude.

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The Critic vs. the Coach

One of the worst things managers do is disparage their employees – especially their top performers – by nitpicking at every last little thing they do. You may be a perfectionist (and, of course, we want to be the models for quality control and excellence), but it can go too far.

Some employees have the fortitude to ignore a constant, slow drip of reproaches, but over time it burns out even the most stoic.

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