How does a results-oriented job description change performance management?
Typically, we ask, “How is she doing?” Instead, we should ask, “What is she accomplishing?” A recruiter, for example, may advertise job openings, advertise job openings, advertise job openings ad nauseum, which may be doing the job, but she is not accomplishing the desired result, which is to fill job vacancies. With a results-oriented job description focusing on “FILLS JOB VACANCIES” instead of on advertising job openings, the orientation of performance management is changed. Keep your eye on the goal! Yes, do the tasks, use your competencies, but get the job done. By the way, we believe that performance management must be tied directly to a job description—not to traits, values, or competencies.
