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Job descriptions enable us to share our expectations with those we lead. And we are able to do this in a way that is non-threatening. We are simply letting the employee know what we expect from them, and setting boundaries.
And when they fail to meet the agreed-upon expectations, it gives us a legitimate way to bring confrontation or correction, if necessary. We can bring them back to the job description and show them how they didn’t meet the necessary expectations. And we can do so in a respectful, relational way.
We need to remember the goal of confrontation: the restoration of relationship. When one team member fails to accomplish a necessary task, the entire team suffers. This creates stress and strain on working and interpersonal relationships. Confrontation, when done correctly, allows us to restore these relationships to more than just a functional level.