What’s my job again?

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A common complaint of employees is that they don’t have clear job descriptions. They lack a document that outlines what is expected of them and the work they produce. Role ambiguity causes employees stress, reduces productivity and performance, and can cause frustrations for leaders and other team members.

Not only are job descriptions a good way of reducing stress and improving effectiveness, they can act as motivators and increase engagement as well.

There are several key considerations to keep in mind when writing a job description that motivates.

Meaning: People are more driven when they feel their jobs are meaningful. The best ways to frame a job as meaningful is to show how it solves a problem and/or helps other people.

Value: People want to know that the work they are doing is worth their time and energy. Show employees how their job connects with the big picture of the organization and its goals, as well as how important their daily contributions are to those working closest to them.

Growth: It’s a basic human need to feel we are growing. Check that the job allows for a little stretch from employees – encouraging them to continue to learn more and improve their skills and abilities.

Autonomy: Give employees an endpoint, but allow enough flexibility for them to find the best way to accomplish their tasks. Don’t focus too heavily on how the job must be completed. If you hired them because you believe they are confident and competent enough to do the work, let them.