Job Descriptions to Job Questions

There is no such thing as a complete job description. So, maybe it’s time to give up the struggle? Daily company problem solving relies on the input from each and every employee. Which raises yet another problem. The problem with employee functions. No matter how thorough they are, they are always incomplete and/or overlapping. And the finger pointing game begins. Which not only gets in the way of daily problem-solving, but creates even more problems. The solution is in the title. The tell-all descriptions are dead. Long live the questions!

Q1: What do I do about moving my workplace/team to THE VISION?

Company visions are one of the “big concepts” that usually dust on walls or take up space in management drawers. This question, on the other hand, maximizes the application of the vision through each and every employee's daily tasks. Which is like hitting 2 rabbits with 1 stone. And the best part is that there cannot be too many stones if you really want to hit the vision rabbit. And while function overlap leads to finger-pointing, answer overlap leads to maximized effort.

Q2: How can I help my workplace/team accomplish THE MISSION?

This question allows employees to work on the company mission while fulfilling their own. It’s no secret that each and every employee has their own little (OK, maybe sometimes not so little) agenda in the workplace. And while employee function description can sometimes work against employee personal agenda, there is no way this question will. Can you guess which is the keyword here? That’s right: it’s not the “mission”, it’s the “help”. So, ask employees questions about how they can help achieve the company mission, and they will.

Q3: What quantitative and qualitative steps do I take to maximize my value as THE JOB TITLE?

This is the only time employee job titles are useful. Which is to allow employees to interpret them in terms of value. Not only it allows for creativity in the workplace, but it also makes employees live their functions to the fullest each and every workday. Job titles are made for business cards. The question about maximizing one’s job title in terms of daily steps is next-level thinking for the XXI c. workplace. So, don’t narrow employee abilities to job descriptions, but ask questions about what they can do to maximize their job functions, and they will do both.

Instead of trying to identify who is really responsible for project X in the workplace, it is a much better idea to ask the question of how employees can add value to the project. Even if employee answers overlap (highly unlikely), there can be no such thing as too much value added. Think your HR department can benefit from training in Corporate Therapy principles like these? Contact our leading corporate therapist, and let’s talk!!