Managers should never assume that their employees know what’s expected of them. The best way to establish work expectations—and measure job effectiveness during—is to put those performance standards in writing.
A well-written job description can become the cornerstone of communication with employees. But inaccurate or incomplete job descriptions can create costly legal risks. Here are eight questions managers should ask themselves when drafting a job description:
1. Does a job description exist for every position you manage?
If applicants complain they were rejected because of their race or gender, you can show a court they were rejected because they didn’t meet all the written qualifications.
2. Is the title accurate?
Titles may seem unimportant, but they carry a lot of weight in the workplace and in court. Titles should always match the level of authority and responsibility.
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