Have you ever felt like your people don’t always know what their business is?
They work somehow, but they’re not as effective, and they even stop you from asking for help, maybe even to solve tasks for them. To remedy this, there are hat descriptions that are easy to describe, even easier to train, and of course this determines the value of your company as it will make you really stable and self-sufficient!
What is a hat? (fn)
Area of responsibility; a narrower role or responsibility among a person’s multifaceted activities (sometimes symbolized by the headgear worn in the meantime).
origin (hat middle hungarian: kalpag)
(source: wikiszotar.hu)
The chronological order of the tasks, at the end of which the finished product is produced. Anyone who reads a hat description and practices it can then do that job.
It is very important that we do all this in stages. All areas should be practiced to 100% certainty and no further steps should be taken until the staff member is able to apply what is described.
WHAT ARE THE WAYS TO MAKE HAT DESCRIPTIONS?
DESCRIBE
In many cases, we have seen in companies that there is an administrative assistant and then he leaves the company and suddenly no one performs that task. This can lead to stress for managers and then a lack of time for months because the next person doesn’t know what to do.
I hope I also shed light on the problem and its solution. Describe your own hat description. He works there and no one else knows what his duties are, only He. When you take it nicely into points and describe it, the task of that post is nicely smoothed out. Maybe even He will have a better idea of what he needs to do. If you may not and you leave the company sometime, or you just hire a new employee because you need it, that employee will be a child’s play!
WRITE IT DOWN
This is a bit similar to the previous point. You, your HR colleague, or anyone you hire will describe the hat description for a particular post. It doesn’t matter if someone is working there now or not. Go through that task and describe it! When you hire a co-worker and see what you have to work on, so you’re not in a mess, you’re already going to convince you to have a loyal workforce!
HOW TO DESCRIBE HAT DESCRIPTIONS?
It doesn’t matter if someone else now describes it to himself or who describes it to whom. As a first step, describe what that job looks like ideally. Based on this, it will be possible to work out and describe the exact form of the actions, as we already know how it should work.
Bad Example: Cleaning hat description: wash up, wipe everything.
This is not ideal. This is a very, very unspecified action.
Everyone will wash differently, everyone else will wipe everything.
Good Example: Cleaning hat description: the floor shines as the sun shines on it. 3x completely rubbed from the beginning to the end with a semi-water tool, the water should be clear with which you wash. When you are done, you should smell the purity. There are no spots on the ground. In the meantime, the slip sign must be displayed
Etc. Etc.
You must see the difference between the two. One is general and the other is ideal. Obviously this can be unpacked yet, but I just wanted to give a brief example.
There is no limit to this description. It can be up to 20 pages if you want to be very accurate. We recommend that you be as accurate as possible!
Next step, look at what comes next. To be completed in chronological order. Simply describe the sequence of actions.
Example:
1: Take out the mop, the bucket.
2: Release the water.
3: Put detergent in the water.
4: Soak the mop head, etc.
This way, you will have the chronological order in the hat description, which simplifies the coworker’s task and won’t mess things up. You will not go to the post office and send the letter first and only then write the letter after it has been posted. Obviously this is the place for a joke
In this step, you need to look at how the employee can practice these. If you just let him do a task right away - without practice - he may not succeed, so he will be rolled down. It is important that training is gradual. Practice, practice, practice, then a little sharp. It is important that you KNOW what you need to do and have enough “experience”, practice in it, but even then you have the opportunity to make mistakes. Find exercises you can do.
HOW DOES A HAT DESCRIPTION LOOK?
Honestly? The way you want. We tend to offer a few things to simplify.
Put your logo on the header!
After:
Hat description name
Who is this hat for? (Ex: for executives and managers, etc.)
All kinds of definitions that need to be added
The purpose of the hat
The valuable end product of the hat
Hat statistics
Hat ideal image, tasks, essence
Exercises that can be done during learning
Font of Georgia
First text in the middle above the name of the hat description: Cleaning hat description.
We usually recommend a font size of 14, in black.
All sorts of complementary pictures to help you understand.
In the footer: copyright text that this hat description is the property of your company.
ADDITIONAL TOOLS
TRANSFER SHEET
If a staff member contributes to a process, we can control its production with forwarding sheets. First, we need to describe what the process is. Then obviously it should be given to every staff member who is involved in this process. The transfer sheet starts from the beginning and then always passes from person to person with the process. This transfer sheet can be included in the hat description!
CHECKLISTS
You have the option to put checklists in the hat description. This is also called a checklist. This is an accurately compiled list to follow and go through before, during, or after production. For example, if a production manager leaves the site but doesn’t take his or her tools with him or her, it will take a lot of time out of his or her working hours, however, if there is a checklist to leave the office, that won’t happen.
DIRECTIVES
Basically, the company’s operating rules are described in this. A hat can have all kinds of guidelines.
For example, if someone gets a receptionist hat, it may include a greeting policy.
THE WEAKNESS OF AN ORGANIZATION CAN BE DIRECTLY DUE TO LACK OF HAT DESCRIPTIONS AND LACK OF HAT TRAINING!
