With spring in the air and the birds beginning to chirp once more, it comes as a stark reminder that the end of the year is drawing close and will be upon us before we know it. While this time of year is a prime opportunity for employers to take stock of the performance of the organisation so far, it also provides employers with the chance to ensure that employees’ job profiles, roles, and duties are still aligned with the goals and objectives of the organisation. This practice, often overlooked and undervalued, can play a crucial role in providing clarity and ensuring that employees remain aligned with the objectives of the organisation.
Generally, when employees are appointed to a role, they are given a job profile of sorts or at least a brief description of the job or role that they are to perform. While the initial job profile and role description serve as a foundation for the job to be performed, because the nature of the workplace is dynamic and change can occur, often employees’ duties and responsibilities can diverge from the initial profile or description. Change or divergence is not necessarily a bad thing. When change becomes problematic, however, is when change occurs. Still, employee roles and duties remain static or unclear in relation to the trajectory or strategy of the organisation and the change occurring.
This is why it becomes important for employers, regularly, to conduct check-ins with their employees to ensure alignment between the expectations and roles of the employee in relation to the position or direction of the organisation at that point in time. By having regular check-ins, employers can prevent unnecessary frustrations brought about by misaligned expectations, duplication of work and ensure accountability when needed.
Regular check-ins regarding job profiles and job expectations also go a long way in terms of employee satisfaction and engagement. When employers provide the platform to discuss job profiles and job expectations, it also creates an opportunity to discover any potential issues regarding overloading or even being under-utilised, as well as uncertainty regarding priorities.
In addition, by conducting a job profile check-in, especially at this time of the year, it will reduce the risk of year-end surprises, such as missed targets or unfinished projects. Instead, it allows for continuous alignment and ensures that the employers and organisations remain responsive to both internal and external changes.
While the urgency of achieving year-end goals makes this practice particularly valuable now, employers should view job profile check-ins as an ongoing process rather than a once-off exercise. Alignment sessions held at regular intervals during the year ensure that clearly defined responsibilities support both short-term and long-term goals, and employees are then fully equipped to do their part towards organisational success.
Article by Daniel van der Merwe
National Collective Bargaining Coordinator at Consolidated Employers Organisation (CEO SA)