Month: April 2025

Job descriptions are an essential tool for companies that provide value when developed and maintained appropriately. However, there are various challenges associated with creating and maintaining job descriptions. For one, this task can be timely as job descriptions should be updated at least annually per the article Job Worth Doing: Update Descriptions. Adding to the challenges, job descriptions require involvement from various staff including employees, managers, and HR, with each having a specific role in ensuring accuracy. Most importantly, job descriptions warrant accuracy as they guide employees’ daily tasks and expectations.

If a job description is not maintained, companies face the risk of employees filing grievances. This can lead to various legal consequences that can result in dissatisfied employees, frustration, and confusion. Aside from legal violations, employees will feel a disconnect between thinking that they are fulfilling their tasks, but instead are not meeting company expectations because they are unaware.

There are various benefits associated with maintaining up to date job descriptions. These benefits include clear task statements, working conditions, and job summaries. This allows employees to know the exact duties that are expected of them. Additionally, updated job descriptions help with workforce planning as stated in the article Job Worth Doing: Update Descriptions.

Drawing on previous experiences, I feel that I have always exceeded my job description; however, I have worked with various colleagues who will only complete the tasks outlined in their job description. Job descriptions should be updated regularly so that employers are satisfied with both types of employees, and to accurately reflect the evolving needs and expectations of the role.

Reference:

Tyler, K. (2023, December 21). Job worth doing: Update descriptions. Welcome to SHRM. https://www.shrm.org/topics-tools/news/hr-magazine/job-worth-update-descriptions

The 2020 Fortune 100 Best Companies to Work for list highlights organizations that have excelled in creating an inviting and engaging workplace culture. Naturally, I gravitated towards selecting nearly all healthcare related companies, and each had a trend. Employees valued an inclusive culture in which they fulfilled the company’s mission daily. The employees at Novo Nordisk stated that they would always go the extra mile for their manager. This is a testament to the mutual rapport and respect that has been established between management and employees. Scripps Health employees stated that it was a pleasure to come into work every day, and they felt they could give their all to their patients because of how supported they felt.

To gain a better representation of other companies, I also read about the reviews left by American Express employees. They appreciated the work life balance and respect management had for their families.

Developing strategic goals that are consistent with the company’s mission and organizing efforts with employees are ways that these companies have practiced HR. Another HR practice includes providing employee benefits such as extended maternity and paternity leave, which allowed American Express mothers to put their families first.

Reflecting on the reviews that were left by employees and my own experiences as an employee, I strive to not only be a great manager, but an excellent leader. It is crucial to create an environment where employees feel supported, appreciated, and motivated to go above and beyond. I want to be a manager and leader in which I empower others to fulfill the mission of our company, exceeding expectations daily.

Based on Chapter: The Wisdom of Great Managers, some manager competencies include managing change and diversity, troop rallying, strategic agility, business practices and controls, and having a compelling vision. Managing change and diversity may be the most challenging aspects of a manager’s job. This is because some employees may fear or dislike change, and therefore, be less receptive and open to it. Additionally, diversity requires a manager that is adaptable and able to adjust management styles to support each unique employee’s needs, which is no easy task.

Fortune 100 best companies to work for® 2020. Great Place To Work®. (n.d.). https://www.greatplacetowork.com/best-workplaces/100-best/2020

Harter, J., Buckingham, M., & Coffman, C. (2020). First, break all the rules: What the world’s greatest managers do differently. Gallup Press.

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