Hello!

Go grab your “job descriptions” right now.

Do they start with “About Our Company“?

Do they list general responsibilities like “manage client relationships” and “support team initiatives“?

Do they sound like they’re trying to convince someone to apply?

Congratulations. You don’t have job descriptions. You have job advertisements.

watts not working: Confusing recruitment documents with performance tools:

• Using the same document to attract candidates and define success
• Starting with company selling points instead of role clarity
• Listing vague responsibilities instead of specific outcomes
• Writing for people who don’t work for you instead of people who do

watts really happening: Your team is trying to perform well using a document designed to get them hired, not help them succeed.

A real job description doesn’t start with why your company is amazing. It starts with what amazing performance looks like in this specific role.

It doesn’t list “manage projects.” It defines what successful project management delivers.

It doesn’t say “collaborate with team members.” It explains what effective collaboration achieves.

watts working: Companies with clear performance expectations create documents that:

• Define exactly what “winning” looks like
• Specify measurable outcomes, not just activities
• Connect directly to reviews, development, and promotions
• Get referenced regularly because they’re actually useful

We use our Outcome Profile Methodology because your people need clarity about success, not a sales pitch about your culture.

watts the real game changer: Stop using recruitment documents to manage performance.

Start creating actual job descriptions that show what excellent looks like.

Because your team can’t hit targets they can’t see.

Have a week of real clarity!

Sel

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P.S. Looking for more? Dive into the wattsnextpx website and blog to discover even more valuable content and updates.