Chances are your start-up’s employee list includes yourself plus maybe a handful of other employees. That means a lot of work of varying nature has to be split among a few different people. Combinations of marketing, finance, development, planning, etc. have to be done by potentially the same individual.
Such a scenario is unavoidable early on but that does not mean that job roles cannot be defined. A lack of definition to job roles at any stage leads to disastrous results. It is not a matter of if it will catch up to you; it is a matter of when. With this mind it is important to define three things associated with any individual within the company. They are the tasks associated with the position, the responsibilities, and specific success
Position tasks is straight-forward. It should be clearly defined day-to-day activities that a person will carry out on a daily, weekly, or monthly basis. These tasks combine to create some kind of deliverable the individual is expected to produce. Clearly defining these tasks not only gives the employee a sense of what they do but also how it should be accomplished.
Responsibilities could be summed using other words such as roles or deliverables. Essentially these are the expectation set for an employee. At the end of the day what do they need to deliver in order to ensure company success. Examples could be specific reports, efficiencies, or product developments.
Tasks and responsibilities have no worth if they cannot be measured. When defining individual roles it is important that a standard be set for what needs to be delivered, when it needs to be delivered, and what it should cost. And of course, accountability must be expected for this to function properly. Good success metrics will not only promote individual growth but will increase organizational performance.
It is never too early to begin defining roles using these three criteria. It will help your start-up and those who make it become everything they can be.