Before starting your search for a key executive or frontline associate, create a Job Scorecard (vs. the standard job description). A Job Scorecard details a person’s purpose for the job, the desired outcomes of this individual’s work, and the competencies — technical and cultural — required to execute it.
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While a job description tends to list what people will be doing (e.g., coaching sales reps, building client relationships), a Job Scorecard describes the outcomes you want from such activities ($8 million in revenue, seven new S&P 500 clients, a 100% contract renewal rate
among the customers the trash collector serves).
(For more practical insights about building Job Scorecards, read Bluewire Media’s excellent blog on the topic.)
The Way It Should Be
One thing that you may have noticed is the conspicuous absence of job descriptions that sound like this:
• Looking for candidates who would like to connect their Workview to their Lifeview
• Looking for candidates who believe that good work is found through the proper exercise of their signature strengths
• Looking for candidates with high integrity, the capacity to learn quickly, and high intrinsic motivation; we can teach you all the rest.
Job design is mostly about designing tasks so that they match a typical employee's attitude and aptitude. Performance management is about creating incentives to do a job well — and disincentives to do it poorly. These are the carrots and sticks that keep your employees on track, but they can also include controls such as scripts and checklists that make it difficult for employees to stray too far.
Job design is mostly about designing tasks so that they match a typical employee's attitude and aptitude. Performance management is about creating incentives to do a job well — and disincentives to do it poorly. These are the carrots and sticks that keep your employees on track, but they can also include controls such as scripts and checklists that make it difficult for employees to stray too far.