Take a second look at job descriptions and job duties. Do they match the work that is actually being done? Are they an appropriate fit for the structure you have set? Generally, you can expect a job description to accurately describe 50-75% of the role. The rest may require adaptability as needs arise and priorities shift. Keep in mind job descriptions are the baseline minimum expectation. For those on your team seeking advancement, a career development conversation should focus on above and beyond.
Set Motivating Goals
It is incredibly important to get goals right.
When goals support key initiatives and are aligned with the department or organization’s strategic goals, they have a lot of power to direct work almost effortlessly.
And when work piles up, stress mounts, and we start to lose sight of how to prioritize, goals can refocus our efforts and help keep us on track. To be motivating, goals should make a difference, be fairly urgent, have a measurable accomplishment tied to them, and sound challenging.
Give and Receive Feedback
Nobody is perfect; a conversation that includes two-way feedback is one of the best ways to ensure continued improvement, upward progress, and ultimately, better performance.Additionally, an honest conversation where you seek and accept feedback without defensiveness or excuses builds trust and your relationship with your team.
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