“Leaders who don’t listen will eventually be surrounded by people who have nothing to say”.
(Andy Stanley)
So, need to vent for a minute.
Continue to see and hear across multiple industries where the boss makes job description modifications (additions/deletions/unit changes) without discussing with the person doing the actual job. The boss is then surprised when staff decide to find a work environment that views them as more than the job description.
Please note, I’m not saying changes can’t be made to a specific job description. Organizational missions change and updating duties, responsibilities and unit structure provides growth needed to move forward. Leaders need to ensure the people tasked with getting things accomplished remain a part of the overall process. Imagine the favorite part of your current position is removed and nothing was said to you prior to implementation. How would you feel?
I know leaders who make decisions based on how the job description is written and refuse to consider the impact on the person in the position. Never agreed with this logic and still don’t. People are more important than the job description!
The authentic leadership variable balanced processing would help in these situations. My research identified balanced processing as the variable that best explains job satisfaction for direct reports. They want to be involved and should be.
Leaders are encouraged to seek and find the big picture before making decisions. Simply identifying potential job description changes would allow staff to provide input before the final product is created. Balanced processing is leveraged to build trust, encourage professional growth for direct reports and provides a foundational and reliable decision-making process. It also signals all opinions are valued and expected. The concept eliminates personal bias from the decision-making process, everyone in the organization has input prior to the final decision. Again, people are more important than the job description!
I continue to promote the authentic leadership model because it can help create positive workplace outcomes and improve organizational performance. It may also stop workplace turnover and get me off this overworked soapbox!
Okay, I’m dropping the microphone and stepping down from my soapbox. 😊
How does your work environment ensure people are not overlooked? Does your leadership put job descriptions ahead of the people doing the job? (Please respond in the comments section below—thanks!)
“It is trust that transforms a group of people into a team”.
(Stephen Covey)
Walk Into the Future 
Great points! Companies that really value individuals will prosper in the long run because people work hard when they feel seen and appreciated. I hate how bureaucrats treat people. I would be mad if someone changed my job description without even talking to me. Luckily, I work at a very small business, so people don’t fall between the cracks.
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Thanks for the comments Lily! My goal is to remind leaders it’s okay to still be ‘human’ in the work environment. Most have no idea how their decisions (good or bad) impact direct reports. Two way communication can help in these instances. Thanks again! cw
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