Research consistently demonstrates that staff members who know what is expected of them are both more productive and have higher levels of job satisfaction than those who don’t. Clarity – about what our specific contribution to the organisation needs to be and why our contribution is important – is highly motivational and leads to improved performance

The start point for achieving that clarity is to identify what resources you currently have in place in the business which can help you define your expectations of your staff – what you want from them

Here are some examples of resources managers typically use

Resources to help you define what you want from your staff 

• Job descriptions
• Person specifications
• Objectives – team or individual
• Performance standards
• Competency descriptions
• Handbooks
• Guidance notes
• Training manuals

Let’s not re-invent the wheel 

A couple of questions;

Have you utilised all the resources in place in your business to describe to your staff what you want from them (why not use the above ideas as a check list)?  

Could you find out;

• What other managers use?
• What your manager uses?
• What resources your HR department could give you?

It’s all about making use of what’s currently in place – without reinventing any wheels

Need more help?

Take a look at my e-book ‘The Managers Toolkit – 176 Behavoural Performance Objectives’. A quick and easy way to describe what you want from your staff so that you can get what you need from your staff