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5 – Key Outcomes

Key Outcomes - Herd Freed Hartz

Listing the Top 3 outcomes for the job in the first year shows how someone can be a hero for your company. A common mistake is most job descriptions just focus on being busy with a list of activities. These specific and measurable goals also provide interviewing and onboarding focus.

1) How to be a hero – Most job descriptions just focus on being busy with a long list of activities. But people want to know what the goal/mission/outcome of the job is in the first year so they can be a hero. If you want to attract A-players, they like to see the challenge and how they can make a measurable impact. This is accomplished by listing the Top 3 outcomes in Year 1.

2) Focus – Listing outcomes for the role is helpful for more than attracting talent. It also provides a great framework for clarifying qualifications, interview questions, and scorecard that matters most. The top 3 outcomes IS the real job, not the activity list. This will save you time and help make higher quality hires.

3) Onboarding – Onboarding begins with listing they Top 3 key outcomes. This is helpful in developing 30/90 day goals and then aligning annual feedback because everyone actually knew what they were supposed to be doing!

Top 3 outcomes listed for Year 1 – List how you know the job is successful in the first year. Of all the things someone could accomplish in this job, what would make you give a positive year-end review? This shows how someone can be a hero.

Specific & Measurable – Can you measure it? Saying “Increase sales” is not as helpful as “Increase sales by 20%” or “Ensure customer satisfaction as measured by NPS score feedback.”

Why this matters – This may seem obvious, but why does this goal matter more than other things? Adding this insight and priority helps someone on the outside understand the job goals at a deeper level.

Congrats! You completed component #5: KEY OUTCOMES


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<— PRIOR: #4: TITLE & OVERVIEW (click to view)

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