¿Cómo se pueden gestionar los problemas de rendimiento causados por responsabilidades laborales poco claras?

In my experience too much lip service is paid to regular 1:1s and indeed performance reviews (I am assuming a proper job description is in place) the meetings with employees are serious and important - they should always track to the JD, performance targets and individual development plans

The major challenge starts from - 1. Communication Gap between Hiring Manager and TA Manager as most of the times scoping call not happened to capture what more than JD is expected from job holder 2. If it is not explained by hiring manager during interview to prospective candidate, it leads to Performance gap after onboarding 3. Accountability is lagging most of the times by reporting manager 4. Proper handholding is also not seen most of the times

Develop RASI matrix based on job roles, process mapping, clearly define task definitions. First, map the process out with each task Second, develop the RASI/RACI matrix to match each task within the process Third, define exactly what are the requirements in each task. Called task definition Fourth, if there is a touch point with the CMMS then take a screen shot, highlight the data inputs, and ensure minimum information is captured

Unclear job description can be challenging but can be resolved through a structured approach : a) Review & clarify the JD b) Set performance objectives c) Communicate the role expectancies clearly d) Monitor & review performance regularly e) Provide feedbacks f) Provide support through trainings wherever required & review development g) document the process

Before identifying the root cause of any performance issue, you need first to give and build TRUST. Identify a root cause without trust is like going into a dark forest without a light and without a compass. If trust is not built, reaching to the depths and motives of poor performance can be a titanic task, but if you can build trust among your team, surely you can rapidly identify root causes of poor performance and leverage people to reach their goals. Identify if there is a trust issue, and the rest will go smoothly.

When there is unclear Job description, the onus lies with the manager to set clear goal and expectations with team member. Manager should try to quantify and demarcate quality of work of required. Above will help team member to prioritise tasks and fixing turn around time for closure.

When communicating expectations to the employee, it should be done clearly without any ambiguity. After explaining, the employee should be encouraged to ask any doubts that he might be having. After this, a formal email of the communication should be sent to the employee.

Revisão e Atualização das Descrições de Cargo: Regularmente revise e atualize as descrições de cargo para garantir que elas estejam alinhadas com as necessidades da empresa e as responsabilidades reais dos colaboradores. Isso ajuda a evitar ambiguidades e inconsistências nas expectativas de trabalho.

First and foremost is to maintain transparency, consistency and clarity in communication while sharing expectations with your team. Both the employee, and the lead should be on the same page when it comes to understanding and comprehending the expectations that have been set. Quality and quantity criteria of measuring the goals should also be clearly defined to avoid misinterpretations.

Schedule a private meeting with the employee to discuss the performance issues. Approach the conversation with empathy and openness. Avoid blaming the employee and instead focus on understanding their perspective.

If the issue persists or if we require additional support, involve HR or upper management to provide guidance and assistance in resolving the situation.

Performance conversations are crucial to help the employee to meet Performance Expectations .In case of any gap ,on the job mentoring or training may be planned to achieve the desired outcome.

Managing performance issues caused by unclear job responsibilities requires a proactive approach to clarify roles and expectations. We could take some of the following steps to provide more clarity: 1. Review and Clarify Job Descriptions: Clearly define the scope of work, key objectives, and performance metrics. 2. Communicate Expectations: Communicate performance expectations, priorities, and goals. Encourage open dialogue to address any confusion or questions. 3. Provide Training and Support: Provide resources, guidance, and support to help them succeed in their roles. Overall, you can effectively manage performance issues caused by unclear job responsibilities and create a more productive and engaged workforce.

Assess the employee's performance over a designated period, considering factors such as task completion, quality of work, communication effectiveness, and overall job satisfaction. Compare their performance before and after implementing the strategies outlined earlier.

Feedback from multiple Role set members/Assessors will enable the reporting manager to evaluate the Goals desired for the particular Role .Also it will provide an opportunity to bring in changes in JD to provide better role clarity.

Role and Goal clarity play a vital role to achieve desired performance outcome .While JD is an important tool for the role incumbent ,communication and feedback from time to time are more essential to inculcate a performance based culture.

- Foster a culture of open communication and feedback where employees feel comfortable raising questions or concerns about their job responsibilities. - Continuously review and update job descriptions and role expectations to ensure clarity and alignment with organizational goals and objectives. - Encourage collaboration and teamwork to facilitate a better understanding of roles and responsibilities across the organization.

Great performance begins with clarity and that clarity must start with company’s vision, mission, values and strategic goals.

When dealing with performance issues due to unclear job roles, it's important to talk openly and work together. In my experience, having regular chats about everyone's roles helps a lot. I tell my team to ask questions if they're not sure about something and we talk about it in our team meetings too. Writing down what each person should do and providing training helps everyone understand their jobs better. I also make sure to give feedback regularly. If something isn't clear, I want my team to ask and we can fix it together. This way everyone knows what to do, what is expected and we can all do our jobs well.

Manage performance issues caused by unclear job responsibilities by clarifying roles and expectations through clear job descriptions and regular communication on a 1:1 basis. Conduct performance reviews to identify areas of confusion and provide specific, actionable feedback that has been agreed upon by both parties. Offer training to fill knowledge gaps and support professional development. Create a culture of constant learning. Foster a psychologically safe environment where employees can openly discuss concerns and seek clarification. Regularly revisit job responsibilities to ensure alignment with evolving business needs and get team members to sign. Encourage feedback and adapt as necessary to optimize performance and productivity.