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Another potential challenge with job descriptions is that they are static in a world that is everchanging.  One could argue that they are obsolete as soon as the ink hits the paper.  How do you ensure that the role evolves with the business needs over time?

A more modern approach to defining roles suggests that rather than creating job descriptions, we should be doing “job design” or even more modern,  “job crafting.”  Both techniques involve a more fluid approach to role definition, with the latter providing more opportunity for participation in job design by the employee.

So we have options.  What approaches to role definition work best to drive performance?  I look forward to hearing your thoughts.

Part 2: Goal Setting

Bookmark JoinDrPam as a favorite and come back to read the next installment of this 4-part series which explores the potential unintended negative consequences of conventional goal setting….

Dr. Pam