People & HR · Lesson 1
Define roles by outcomes, not duties
A good role description says what success looks like in 12 months.
Most job descriptions list tasks: 'manage projects, attend meetings, prepare reports'. That tells a person what to do, but not what to achieve. Outcome-based roles describe results: 'Deliver all residential projects on time and within 5% of budget' or 'Reduce invoice delays to under 30 days'.
Write three to five outcomes for each role. Each should be measurable, or at least clearly observable. Add the key skills and behaviours needed to achieve them. This one page becomes your guide for hiring, onboarding, check-ins and reviews.
Outcomes also make conversations fairer. Instead of 'you don't seem committed', you can say 'we agreed 90% of drawings would pass review first time; we are at 70%'. People can act on facts. Share the outcomes with the person and agree them together, so they own them.
Example — Hypothetical: project coordinator
Old: 'Coordinate projects and liaise with clients.' New: (1) Every active project has an up-to-date schedule each Monday. (2) Client queries answered within one working day. (3) Change requests are logged and priced before work starts.
Try this
Pick one role on your team (or one you plan to hire). Write three outcomes it must achieve in the next 12 months.
Reflect
Does each person who reports to you know the three results you most need from them?