7♠️ Beyond the job description: Defining roles by outcomes

How do you define roles in your business? Do you rely on standard job descriptions? I suggest you rethink that approach and tear them up. Yes, tear them up. 

Job descriptions are limiting. They focus on specific tasks rather than the broader outcomes that matter to the business. Instead of defining jobs, let's focus on defining the results we need to achieve. This also allows for more flexibility and innovation as well as being more motivational for the employee.

In today's dynamic business environment, traditional job descriptions can become outdated and limiting. As businesses evolve and face new challenges, it's essential to redefine roles and responsibilities to ensure optimal performance and adaptability.

Problem or challenge

Restrictive job descriptions can hinder employees' ability to adapt to changing circumstances and a focus on activities rather than outcomes can decrease employee engagement and motivation. Similarly performance evaluations based on outdated job descriptions may not accurately reflect an employee's contributions.

Complexities

Shifting from a traditional job description approach to a focus on outcomes can be challenging. It requires a cultural shift and may encounter resistance from employees who are accustomed to a more rigid structure.

Solution

To define roles effectively, focus on key result areas (KRAs) rather than specific activities. Here's how to implement this approach:

1. Identify key outcomes: Determine the critical goals and objectives that each role is expected to achieve.

2. Develop KRAs: Define measurable outcomes that align with the overall business strategy.

3. Communicate expectations: Clearly communicate the KRAs to your employees and provide necessary support and resources.

4. Encourage autonomy: Empower employees to determine how they will achieve their KRAs, fostering a sense of ownership and responsibility.

5. Regularly review and adjust: Periodically review and adjust KRAs to ensure they remain relevant and aligned with your business’s objectives.

Benefits

By defining roles based on outcomes, you can:

• Increase flexibility: Empower employees to adapt to changing circumstances and take initiative.

• Enhance motivation: Foster a sense of ownership and responsibility among employees.

• Improve performance: Align employee efforts with the overall business strategy.

• Streamline performance reviews: Focus on results rather than activities, making evaluations more objective and effective.

• Foster a culture of innovation: Encourage employees to think creatively and find new ways to achieve their goals.

Why it works

Focusing on outcomes rather than activities empowers employees to take ownership of their work and find innovative solutions. This approach fosters a more engaged and productive workforce, ultimately driving better business results.

Measurement

The effectiveness of your outcome-based approach can be measured by:

• Improved performance: Track changes in employee performance and overall team effectiveness.

• Increased employee satisfaction: Monitor employee engagement and morale.

• Enhanced innovation: Evaluate the level of creativity and initiative demonstrated by your team.

• Achieved business goals: Assess whether your team is meeting its key performance indicators (KPIs).

My story

I heard about the idea of KRAs early in the 1990s and developed my approach to using them over the next ten years.  And haven’t looked back.  Not only have I found them far more effective - delegating work and defining roles is much easier using outcomes - I’ve also found that in any roles where we need our teams to use they brain and common sense they tare much more motivational as it’s much more enjoyable to be set a challenge and given the freedom to work out how to do something than to be giving a detail prescribed list of tasks.