Job Description Responsibilities

We want our food, music, fashions, and vehicles toquestionnaire to define each employee's talents. Then
reflect who we are; we also want our work to reflectspend time with each employee to get to know their
who we are. In an intellectual or thinking workplace, theinterests and values. You now know your business
more jobs are customized to the talents and thinkingneeds and the specific talents and unique strengths
of each employee, the better they perform.and performance resources available in your
Customizing jobs directly affects employeeemployees. You are almost ready to start job
engagement, attitude and company performance.sculpting.
In the previous industrial age (before much of3. Review the standard job description. A standard job
manufacturing moved offshore), standard jobdescription is created to insure that completeness of
descriptions were the rule. This insured that allposition responsibilities, to help the business operate
machinery and production would run as planned andeffectively and to define the talents needed by the
that any employee could make the process work.employee to do the job well. This information
Today, we are in a service or intellectual age. Ourencourages the millennial manager to hire the right
success happens in the quality of our employees'employee who is a good fit for the expectations of
interaction with our customers; this cannot bethe role. This will also assist us in our job sculpting
mandated through standard job description becauseprocess.
each service event is different and unique. Standard4. Sculpt the perfect job. First, review each employee's
service responses do not work; instead, employeestalents, values and interests; now you know the
must be constantly thinking and inventing to inspireengaging and interest areas for each employee. Next,
customer loyalty. The more the job is built around thereview your business issues, changes and
strengths of each employee, the more engaged andopportunities. What talents will be needed to handle
competent employees feel. The greater these feelings,these changes and opportunities and who will be best
the more connected employees are to their work andmatched to work on them? Match employee talents
to customers. The result is a significant improvement ininterests to the business needs to develop
performance. Customization is the key to employeemodifications to each employee's job. Check to see if
commitment and performance.the task is already addressed in the job description. If
Job Description Responsibilitiesnot, add it. In most cases, the additional task will be well
Think of a standard job description in today's age ofreceived by the employees since it in their talent and
customization as a shirt or a coat that doesn't fit well...itinterest areas (it appeals to them). This creates an
is uncomfortable. When we wear something that isentirely new job description, customized for both the
uncomfortable, we are constantly aware of its bad fit;employee and the environment. For example, if the
it distracts us. The same is true with jobs that don't fit -business changes required it, which employee would
they distract us from performance. Today, allbe excited to investigate a competitor's website,
organizations need their employees' full attention oncreate a telemarketing program, design a customer
performance; anything that districts employees fromsurvey or create new more powerful daily
performance affects company success.performance reporting? Which employee would find it
Customizing jobs, or more widely known as jobengaging to assess and propose a change to business
sculpting, is the process that starts with a standard jobhours, develop an on-line commerce site, attend a
description then modifies it to take advantage of thetrade show, teach a course to other employees or
talents, interests and experience that are intrinsic tore-organize a section of retail or office space?
each employee. Job sculpting is a simple processThe more the standard job descriptions are
summarized in the four points below:punctuated with energizing and customized
1. Know your business. Before you can start to sculptresponsibilities that match employee talent areas, the
(customize) jobs for your employees, you must havemore employees are pulled into performance. Their
a clear strategic understanding of your businessjobs are continually updated, reinvented and sculpted.
because you will sculpt their jobs based on yourThis way, no employee feels stale or bored;
business needs. Though most organizations host aperformance and engagement levels soar.
formal strategic planning process each year, a basicSuccessful management in today's economy is based
strategic update should be done monthly thaton personal connections. The more time a manager
addresses the following two areas:spends getting to know his employees' strengths and
Job Listings Click hereinterests, the stronger their bond is; this manager is also
• What are the five most critical events/issuesmore capable of matching employees' talents to the
opportunities facing the business today?business issues/opportunities and to sculpting engaging
• What are the talents, skills and resources withinjobs. As the environment changes, this constant dialog
the organization to address the items above?allows the manager to continue sculpting their jobs to
This will start your process of job sculpting since thekeep them excited, engaged and connected to
goal is to match the right employee with the criticalperformance. Today, a "one size fits all" job approach
business issues, changes or opportunities.drives employees away. Customize and sculpt jobs
2. Know your employees. Know the talents, interestsand you will attract, retain and inspire the best
and values of each of your employees. Consider usingperformers.
"Strenghtsfinder 2.0" by Tom Rath and its on-line