Using Job Models for:
- Work Changes
- Overseeing Work
- Performance Coaching
Job Models provide extraordinary clarity. That’s why we call them “operational job descriptions.”
…they are especially useful in monitoring, improving, and making changes in jobs. The job model is a great tool for:
Overseeing Work
Often supervisors do not know what to look for in observing the work of others. With a job model in hand, the answer is clear: Look at the outputs and consequences. If there are problems there, look to the inputs and process steps to identify the root cause of the problem. This helps to avoid personality conflicts. It teaches everyone in the business to look at work as a system.
Performance Coaching
When employees performance misses the mark, it is easy to get frustrated. By using the job model for performance coaching, you and employee discuss—rationally and unemotionally—the source of problems the employee is having. Training, job aids, or rearranged tasks can solve the problem…which you worked on together.
Work Changes
When work changes—new duties, new products, culture change, location change, technology—what ever it is, you can identify the exact place in the job that will be affected. You can describe the As-Is job, and identify the differences in the To-Be job. The job holder knows where to change and the manager knows what to look for!