In my experience working in different job settings, I’ve seen firsthand how clear job descriptions impact both employees and the organization. When I worked as an assistant camp director, our job responsibilities were loosely defined, which often led to confusion, lack of effort, and frustration. We were unsure specifically if assistant or main directors were supposed to do certain tasks. Clear job descriptions could have clarified accountability and reduced the stress of overlapping roles.

Job descriptions are essentially for maintaining clarity and responsibilities in the workplace. According to Taylor (2013), if an employee files a lawsuit or employment claim and your job description is not up-to-date with performance measurements, there could be damages. Not only that, Taylor continues, but they help establish who is responsible for what and how everyone works together.

It can be challenging to develop and maintain job descriptions, especially if you are only doing it annually. Jobs are changing and growing every time someone takes a position or if the organization finds new goals and strategies. Organizations should look at job descriptions as a document to always edit and keep up to date with each change. Check-ins with the employees to see if the descriptions match what responsibilities and tasks they are doing is a great opportunity to update them (Taylor, 2013). This helps descriptions reflect the actual work being done, not just assumptions from HR.

Job descriptions should be considered part of the recruitment process and regularly updated. It helps keep track if employees are taking more than they should or if tasks/responsibility need to be moved around. They are tools for communication, alignment, and growth. Keeping them updated lays the foundation for organizations to compensate and evaluate employees.

Citations
Taylor, K. (2013, January 1). Job Worth Doing: Update Descriptions. SHRM. https://www.shrm.org/topics-tools/news/hr-magazine/job-worth-update-descriptions