Set Aside Time for Task of Updating Job Descriptions

One of my tasks that always seems to fall through the cracks is updating the job descriptions for all the positions that report to me.
There are numerous distractions to hold my attention each day and keep me from doing this important task. There may be an unhappy customer to satisfy, an account with linen handling and distribution issues to assist, employee conflicts to moderate and budget meetings to attend.
The task of updating these job descriptions waits patiently for me to decide that I have the time and the interest to perform it.
While I’m away from them, the job descriptions get more and more out of date. There are consequences for allowing job descriptions to become outdated.
Job descriptions are used for determining the salary scale of your positions. If the laundry has upgraded its equipment and the level of responsibility that goes with the job, these changes should be incorporated into the job description.
The laundry industry, like many others, has been in a constant state of change for a number of years. We managers see these changes and try to approach them proactively. Part of that approach needs to be the annual review of job descriptions.
Your compensation department should review updated job descriptions a minimum of every two years. This will ensure that the salary range for your positions is keeping up with the changes in our industry.
The human resources department uses job descriptions in the recruitment of new employees to your area. Key job responsibilities are often pulled from the description and placed in “help wanted” ads and in internal postings.
Most hospital or hotel recruiters recruit for a number of departments. These individuals can’t be expected to know firsthand exactly what’s needed for each position opening. They rely on job descriptions to help them. If a description is out of date, then they’ll be looking for the wrong skills.
Potential employees often review job descriptions to see if they want to interview for a particular job. They gauge their interest and do a self-assessment with regard to your position. We managers need to provide the most up-to-date information for them to use so they can accurately decide their interest and evaluate their skills with regard to the job.
I enjoy writing and produce one or two articles for publication every month. I find writing to be a relaxing endeavor, but I don’t enjoy having to update job descriptions. If I don’t schedule this task, put it up on my calendar and establish a deadline, it simply won’t get done.
I imagine there are other managers who feel the same way about this task. Updating job descriptions is an important function of management, so take this as my personal challenge to you: commit to updating your job descriptions in the next three months, mark it on your calendar and set yourself a deadline.
It’s a job that, once completed, will have unexpected positive outcomes for the rest of the year.


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