- A job title that really reflects the way in which this position fits into the organization, how it contributes to its success, and how it interacts with others
- A summary that actually elaborates on those three points in the title: how the person fits into the organization, how they will contribute to its success, and how they will interact with others
- A brief list of what daily life will be for the person in this position. Some jobs are more predictable than others, and that’s fine. Some people prefer change, ambiguity, and uncertainty. Others don’t. Fair warning is a good idea.
- NOTHING that says other tasks may be assigned as needed by the manager UNLESS it also says that the employee will have the opportunity to try new tasks they find appealing. Fair is fair. And you know that people do best what they like best, right?
- A statement on how the employee will be managed. This includes how they will be respected, appreciated, communicated with, and anything else that’s relevant. Are there a lot of opportunities for advancement, or hardly any? Don’t assume everyone will be motivated by the same things.
- A tiny statement on any real challenges that some people might not be able to meet, just because of circumstances beyond their control, and whether or not a reasonable accommodation will be practical. (For example, I could reach something six feet up if you give me a safety ladder, but don’t expect me to pull a fifty-pound weight off that shelf.) Please do not make it sound legalistic or that you are pandering to differently-abled people. (You are trying to have a diverse, inclusive, equitable, and respectful culture, aren’t you?)
- Your minimum basic requirements for the position, with alternatives where possible. Minimum. Basic. For example, education. Does this position really require what you’re asking? To answer that, just ask yourself: do they give courses in the kind of tasks listed on this description? Unless this is a licensed professional position, probably not.
- Finally, list the rewards of the position, in order of what is most motivating to the person who will do this job the best. (That probably sounds hard, but there is a simple way to figure it out. Hint: it’s probably not what you would find most motivating.)
Everyone wants great team players. What can you do to be a better one? Try answering these questions and you’ll generate your own personalized tips: Think back over all your job experiences – both paid and volunteer work. What really made you feel good? Make a list. Can you find some similarities? There’s an excellent chance that you’ll team best when doing the same types of tasks, with similar responsibilities, in comparable work environments. Maybe you can swap some of your favorites with a co-worker!You don’t have to be a manager to help your teammates. Does someone need a hand with something that you can offer? Go for it! You’ll have fun doing it, and they’ll be grateful that they have you on the team.There’s really no better gift than honest, caring, respectful feedback. Is there someone you trust to give you some? If so, go ahead and ask. In fact, your first question should be for feedback on how you team!You probably have a good sense of how you make your best contributions t…