Do you know what is expected of you at work?
RESULTS.com defines an “A” Player as a person who consistently exceeds the performance standards required for their role; and who simultaneously demonstrates all your company Core Values – they are a role model for your culture. Both requirements must be met.
Unfortunately, surveys show that most employees cannot strongly agree with the simple question, “I know what is expected of me at work.”
This is the fault of the manager for not providing a Role Scorecard that clearly outlines these expectations in the first place. Holding people accountable for performance is very difficult when you have not been crystal clear, right from the outset, exactly what the employee will be held accountable for.
We recommend using a Role Scorecard in place of a traditional job description. The scorecard format forces you to capture the essence of the role on 1 page. Every functional role in a company (including the CEO) should have a Role Scorecard that contains the following 3 things:
Key Duties & Accountabilities.
What are the critical duties or actions that need to be carried out to the agreed standard in the current quarter? Here you list (and rank in priority order) the most important tasks that the person in this role needs to perform – as well as the desired outcomes. Emphasize “what” needs to be done – not “how”.
For some roles the key duties may be constant every quarter, but if your role is anything like mine, what I do now is very different from what I was doing 1 year ago. Role Scorecards should be updated every quarter to ensure they remain relevant to what the person is expected to be doing right now.
Key Performance Indicators.
Every role should have a KPI. What 1 or 2 numbers will the employee be held strictly accountable for attaining the required performance standard every month? They must know how their performance will be scored, and be willing to be held accountable to achieve these specified results.
The KPI measures are usually constant every quarter, but the threshold for “A” Player level of performance may change based on growth requirements, or perhaps seasonal factors. These too, should be reviewed every quarter.
These apply to every role in your company. These are the rules for behavior, unique to your firm, that everyone is expected to demonstrate. No exceptions! Not the typical empty platitudes you see on the wall of a corporate foyer – but the real “way we do things around here” expressed in words and phrases that mean something to all your people.
Preparing and updating Role Scorecards every quarter enables the manager to have a meaningful 1 on 1 meeting with their people at the beginning of every quarter to ensure both parties are very clear on what is expected, and how performance will be measured at the end of the quarter.
Holding people accountable becomes so much easier when expectations are clear.
Having my Role Scorecard posted on the wall next to my monitor, keeps me very clear about what I need to be focusing on.
Do you know what is expected of you at work? Have you captured this for every role in your company on 1 page?