We’re working on a set of job description templates for members. One of the things that we’re realizing is that one of the elements that most job descriptions are missing, which I think is actually one of the most critical elements of a job description, is KPIs.
Measurable, attainable, objective ways for you and your employees to measure their performance. It shouldn’t be a huge, long list. It doesn’t need to be 10 or 15 KPIs, but 5 to 6 KPIs that are very specific to their job that will be a way for you and them to keep score. One of the things we know about today’s employees is that they’re very anxious to sort of have a checklist of what doing a good job means. What it looks like and your job description is your first opportunity to give them that sort of template or checklist of how to show up as a great AE or a great copywriter or whatever their role is. But 95% of the job descriptions we see coming from all of you don’t have specific KPIs. It may have vague language around listing their responsibilities, but it doesn’t say how you will measure their performance. And for you and the employee, one of the realizations is that today’s employees want specifics, and then they will work very hard to hit those specifics.
View Video Transcript
Hey, everybody. Drew McLellan here from Agency Management Institute this week coming to you from Houston, Texas. We're working on a set of job description templates for members. And one of the things that we're realizing is that one of the elements that most job descriptions are missing, which I think is actually one of the most critical elements of a job description, are KPIs. I'm talking measurable, attainable, objective ways for you and your employees to measure their performance. Shouldn't be a huge long list. It doesn't need to be 10 or 15 KPIs, but 5 to 6 KPIs that are very specific to their job that are going to be a way for you and for them to keep score.
One of the things we know about today's employees is that they're very anxious to sort of have a checklist of what doing a good job means and what it looks like, and your job description is your first opportunity to give them that sort of template or checklist of how to show up as a great AE or a great copywriter or whatever their role is. But 95% of the job descriptions that we see coming from all of you don't have specific KPIs. It may have vague language around listing their responsibilities, but it doesn't say how you're going to measure their performance. And for you and for the employee, one of the realizations is that today's employees want specifics, and then they're going to work very hard to hit those specifics.
So you want to get the most out of your employees. You want to have clear expectations. You want them to be rock stars that feel good about their performance, and you feel good about their performance. And if you're looking for ways to decide who does get a raise or a bonus or a promotion, these KPIs will help you measure performance and success in a way that both of you can mutually agree upon before they start the job, or every year when you give them a new job description –an annual job description as you give them – don't forget their non-compete and their confidentiality agreement. Also, a great time to give them an updated job description, and it's a perfect time to add those KPIs. Okay?
