How do you keep your company from setting artificial ceilings?

It starts when we are hiring. Usually, we write a job description that details the tasks and responsibilities included in the position and defines where in the organizational chart the position falls. Short term, this is great. We set clear expectations. Clear lines of communication. Some forward facing managers might even account for employee growth. This is where the benefits end.

As time goes on, the original job description becomes rigid and limiting. Trapping your employee in a cycle. The same tasks day in and day out. Eventually, the tasks will be mastered. The employee will stop improving. The job description has set an artificial ceiling on the production.

Now that we understand the need for a fluid description. How do we do this without risking the underlying objectives? The answer is twofold:

1. Build a learning culture

As time goes on, the original job description becomes rigid and limiting. Trapping your employee in a cycle. The same tasks day in and day out. Eventually, the tasks will be mastered. The employee will stop improving. The job description has set an artificial ceiling on the production.

2. Give them the keys to the car

Allow your employees to determine their own fate. Give them the opportunity to explore anything they’re passionate about. As long as they can clearly define how it will have a positive impact on the business without hurting the bottom line. This forces them to bootstrap their passion. Some employees will give up but some will excel. Either way, they feel empowered to act.

The more you micromanage your team, the lower the artificial ceiling. Welcome diversity. Share ownership. Develop leadership. Your team will surpass your expectations if you remove artificial ceilings and allow them to do what they do best.

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