Job description


Because times are changing. Education, continuous access to information, and market transparency allow talents to develop faster – IF the employee is allowed to become 'co-owner' of the result of the organization as a whole. Confidence, responsibility and results contribute significantly to the creativity and development of employees, unless the freedom that comes with responsibility is constrained.

Unfortunately, many employers still gear their job profiles to activities rather than results. It may be time for a different, smarter approach. Flexian helps you to establish objectives that arise from the question: Why do your customers choose you, and what position you do want to have in the market? This increases motivation and efficiency within your organization, which allows talent to develop, and also adds value.

Results-Oriented Job Descriptions
Results-oriented work means that employees actively endeavor to achieve concrete results. They do not give up in the face of adversity, and they keep the end result in mind. The results-oriented job description doesn’t list tasks; rather it describes performance and end results.

Analysis
Flexian always starts the advisory process with the right understanding of the organization’s desired outcome, employee-specific end results and the skills that are needed to achieve those results. Flexian uses powerful models to describe the organization, the team and the function based on output and in a results-oriented manner.

The client as a starting point
Results-oriented job descriptions keep in mind the requirements of both “internal clients” (i.e. co-workers; to get the job done together, team members will after all provide services for each other as well as their customers) and external clients (i.e. the actual consumer of your products and/or services). A concise job description based on these requirements will only list those results that are of value to our client.

Key principle
A key principle in results-oriented work is space based on trust. Space for the employee to decide how they arrange their work, and trust from the manager that the employee will actually achieve the desired result based on their expertise.

Difference
A task-oriented job description answers the question: "What do you do?" A results-oriented description answers the question: "What is the added value of your work?" and "What do you want to achieve?"

Collaboration
Results-oriented work also leads to more effective collaboration between your employees. In order to achieve their own results, the employee is after all influenced by the input of their colleagues (“internal clients”). Cooperation therefore arises from a personal initiative. Not as an end in itself, but as an logical consequence of a shared focus on results.

Want to know more?
Flexian is happy to tell you more about results-oriented job descriptions. Call us to set up a meeting!