Hate writing job descriptions for a new position? I'd like to share a few tips that should make your entire team happy. When you know you can hire a new person, or as you build a case for hiring a new person, check out the team that will be working with that person. Talk to them about what they do best and what they have to do that zaps their energy. Then create the new position that includes some of those energy zappers, freeing your star performers, and hire someone who loves to do those things. (It takes all kinds, remember.)

Great sources to help you articulate these processes include Marcus Buckingham's "Now, Discover Your Strengths," and Dan Sullivan's "Unique Ability," written by Catherine Nomura, Julia Waller, and Shannon Waller. It doesn't matter where you are in the org chart, there are some things that, if you could delegate them, someone else would love to do them. If you enjoy it - you'll do a better job. Everyone wins.

This produces a team that really gels, and realizes the value of every member and what they bring to the organization. They will support each other. This process also works in leadership development but that's a topic for another day.

This method of job description or task development also helps with recruiting and employee retention. If you really know exactly what a person will need to do in their job, it's easier to qualify a candidate and find the best match. The best match for the job will stay longer, too.

Cheers,
Lois

Lois Melbourne, GPHR, is CEO and Co-Founder of Aquire, Inc. a provider of visual workforce planning and management solutions based in Irving, Texas.