8 Dec 2014
What do you do when someone who has been in a post for more than two years keep saying they do not know what they are meant to be doing?
You take time to clarify roles and responsibilities.
Luckily for me, it was part of my strategy for building the team for high performance - spending time to review current job descriptions (JD) - to ensure it's all aligned to the intent of the new structure. This task would be in addition to spending time to meet with various stakeholders to explain the new structure, clarify expectations on both sides and agree ways of working between teams.
I didn't think there was a need to do a major overhaul of the JDs - I don't think I have the energy for a new change management process within an ongoing on! Also, I think the current ones are still quite relevant. The important thing is to ensure that he JD describes the accountability areas in specific rather than generic terms so that it does not leave any room for lack of clarity.
For my dear colleague who still does not understand what they do after many years in the job, my plan will be to get them to list all the things they currently do and then we will slot each activity under the relevant area of accountability in the JD.
I still haven't done the big 'speech' from the new 'boss'. I've decided to pick my battles...for now. I'm just closing my eyes to some behaviours which I would say are uninspiring. There is time to deal with those.
My next few weeks will be clarifying roles and responsibilities...with support from the People Team a.k.a. HR.
Ha...wish me luck!