Role manager  both clarifies expectations and gives feedback to individual job holders.

The changing nature of work, and the increasing emphasis on performance, has made it far more important to manage expectations around work.

Too often job roles are not referred to and this discourages the reinterpretation of work priorities and reduces work satisfaction.

Our approach can help you find new ways of introducing efficiencies into your team.

The Process:

  1. Set up a dialogue concerning the role
  2. Ask jobholders to look at their role and the way they spend time
  3. Complete a review form adapted to individual needs
  4. Allow participants time to review the way they approach their role
  5. Discuss the outcomes
  6. Produce an action plan.

The assessment can be completed over a 1-2 week period giving individuals time to reflect on their work.  These will then be returned to us and processed.  Once the report is issued it can be followed up with a meeting between either the facilitator or manager, and the individual to discuss the outcomes and help them reinterpret work.

This approach is designed to give the knowledge, practical experience and support that will enable staff to work smarter.

The process also enables managers and individuals to:-

  • Explore the nature and pattern of their work
  • Apply different approaches identified in the review
  • Build their confidence to act independently and effectively.


  • An understanding of how people interpret their role
  • Reports on how a jobholder spends his/her time.
  • Feedback on the value of specific meetings
  • An assessment of work, which will contribute to performance management.
  • A more open relationship between management and employee.
  • An analysis of time, which is being spent non-productively.
  • An understanding of the jobholder, and how he/she develops the role.
  • A review of approaches used to manage work

The Benefits:

The Jobholder:

  • An opportunity to influence the nature of the work carried out
  • A means of targeting appropriate personal development and work life balance.
  • A method of ensuring regular and productive supervision.
  • Encouragement of personal initiative
  • Promotion of flexible working practices.
  • Reduction of time wasting activities.

The Organisation:

  • Updating of roles.
  • Continuous dialogue about improvement.
  • Reduced levels of stress
  • Introduction of modern working practices
  • Identification of issues within the organisation which need addressing
  • A reliable source of data for performance management.

How Could My Organisation Introduce It?

Option 1:

Train a facilitator who has the tools and skills to use our methods

Option 2:

Nominate a group of jobholders who will go through the process and use it as a coaching tool

Option 3:

Use it to look at one particular individual and how work can be adapted to meet the needs of both the person and the team

Option 4:

Adapt it to use at recruitment or induction

Option 5:

Use it to for conflict management and mediation

Organisations that have used our service include:

Belbin New Zealand | Revvo Casters | Twynham Housing Association | Piccadilly Hotel | Vale Housing Association