This TIP is provided by Joe Chimera, founder of Your Network 4 Success. Our mission is to help businesses and people g r O WAND Pro$per!



CONSIDER THIS: Your firm has grown from 5 to 20 people during the past 3 years and you expect continued growth. You anticipate spending more time and effort complying with the laws concerning your employees. Where should you start?

Start by developing a detailed “job description” for each position in your firm. These job descriptions are especially vital for positions of key importance in your operation.

A job description is simply a complete listing of tasks and responsibilities associated with each position.  For example, a job description for your secretary might take about 1/2 page in length. It should contain a position summary and a description about primary responsibilities and duties, like:

  • Opens, routes and disposes of all correspondence
  • Takes, transcribes and edits dictation.
  • Performs filing duties and supervises the record keeping system.
  • And so on.

It is important for job descriptions to end with the words “and such other duties and responsibilities that may be required on either a temporary or permanent basis.”  This last line allows for flexibility in demands upon your employees and the relationship they have with you.

As a result of your efforts, you will have an up-to-date written job description on file for each position in your company.

By clearly spelling out the major details of each position you will better understand who is responsible for what tasks. More importantly your employees will better understand their major responsibilities. Having these descriptions helps you to think about every aspect of your business and ensures that all of the jobs that need to be done are being done in an efficient manner.

These descriptions also make it easier for you when you need to hire new people because you know what kinds of skills are required to fill any opening you may have.  You will be able to tell new applicants what the job demands, before you complete the hiring process. Be careful, however, do not include artificial barriers.

By reviewing these responsibilities with your applicants, you will not be surprised to find out that your new secretary won’t make coffee or that your cleaning staff doesn’t do windows after you have hired them.  The point is to give the prospective employee a clear overview of the job and the wage rate and make sure he/she understands and agrees to these conditions before you make a decision to hire.

When you clarify what is expected of new employees and define their tasks, you will make it easier for them to understand how they will be measured and how they can succeed.

When employees have a road map to success, they often perform much better — and that translates into continued business growth for you and your firm.


Your Network 4 Success is pleased to have brought you this business tip. For a transcript of this tip or more information, visit our web-site Network4Success.com. For greater in depth business information, watch our TV program Takin’ Care of Business at 7:00 pm on Wed. Nights or 7:00 am Fri mornings on FREE TV, WBXZ-TV Channel 56.1. Our goal is to deliver at least one bottom line/profit producing idea you can implement immediately! What is the value of one bottomline idea worth to you? $50? Have we accomplished our goal? Please let us know.

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