We rarely get pushback from dealers on the need for job descriptions. However, this one requirement often slows down a dealer’s completion of their Certification checklist. For some reason, creating and updating job descriptions ranks right up there with cleaning out the head — except when it comes to the person whose job description is in question.

You might be one of the many dealers who doesn’t have job descriptions already created, in which case you’re likely thinking to yourself: “Where do I start?” Simple. If you’re an MRAA member, you have free access to 50-plus job descriptions in the MRAA Rewards Career Center. These descriptions are available as Word files for easy editing. For instance, if you have a Parts & Service Manager, we have separate descriptions for a Parts Manager and a Service Manage that you can merge. Just copy and paste them into one document to build a unique job description. Once you have reviewed and edited the document, share it with the employee and have them help you finalize the details.

One of the dealer best practices we have identified is to get your employees involved in the creation of their own job description. How? Incorporate it into their performance review, which, of course, is an important part of employee development and retention.

Updating job descriptions during a performance review is a surprisingly effective way to get productive conversation moving between the employee and their supervisor. Simply share the employee’s current job description or one just conceived for them and ask them to review the duties. Have them let you know if they are responsible for tasks that aren’t accounted for in your description, or if they aren’t responsible for certain functions listed in the document. This should lead to useful conversation, and the job description can be updated on the spot. Bonus: It’s much more pleasant than cleaning out the head, and gets your employees more involved in the coaching process.

Don’t forget to co-sign the description with your employee, and date it so you don’t confuse it with older versions.

Lastly, if you haven’t bought in to the idea of job descriptions already, here are several additional areas where they can move the needle for your business:

·       Interviewing/hiring

·       Onboarding

·       Goal setting

·       Career path development

·       Employee training/development plans

·       Cross-training

·       Performance improvement

·       Employee satisfaction and retention

 

As always, if you still have questions, concerns or get stuck with anything boat dealer-related, contact us at the MRAA, and we’ll do our best to get you the help you need.