The client, the worker, or the boss… Who is the best placed to judge the quality of your work? Defining a job well done can be tricky. But by confronting these very different sets of criteria, we can hopefully reach to a point.
What do a purring engine, a subtle perfume, and successful meetings have in common? A fair amount of “job well done”. Whereas, its opposite is the “botched job” – from the “hotline” which won’t pick up, to the sales of contaminated products are met with annoyance, or even indignation. So how do we bridge the gap between our initial intentions and the final product? How can a “job well done” be organized collectively? The notion is definitely a subjective one; but there are some dilemmas we can all identify with. When care workers protest against tight schedules which are harming their residents, for example, we understand their exasperation… But if we are to be practical, we would probably be better off asking not what a job well done is, but who should define it.
Unfortunately, we cannot expect to build up our firm’s capacity simply by hiring employees, even ones who seem to be qualified on paper. It takes an investment in designing and supervising the work they do. Thus, there are some fundamentals of good job that we need to do right away to achieve the recognition of job well done. Like defining the characteristics of high-quality work in detail and creating a checklist for each task done even a natural chunk or unit of work done and to make sure your employees or your colleagues know what they need to do in order to get a best outcome is a part of job well done.
Going over our own checklists and of employees and spending plenty of time on each point, discussing it, demonstrating it and then encouraging questions and comments with the other employees is the essence of a job well done. Other quality is how to handle the situation when things go wrong now. Thus, focusing on checking again and again or asking the employees about what went wrong and why and how the same problem might be avoided in the future. In other words, always using errors or problems as learning opportunities and staying calm at messed up situations is the step of a ladder to well done job. This will help keep us focused on the pursuit of high standards.
The most important thing is an Appreciation, which is also a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms that their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work. Employee recognition is free or low cost; employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, which has clearly been demonstrated beyond normal expectations. Recognition is also a powerful means of communication; it sends extremely positive signals to the recipient and others who are aware of it and makes them capable enough to perform their jobs in the best way.
Doing a great job is as much of an attitude as it is an activity. Jonas Salk, the medical researcher, said, “The reward for job well done is the opportunity to do more.” So we must give it our best. Excellence is not a destination, but a way of life. Every time we hear “Thanks for doing a good job,” we’ll know that we are on the right course. Thus, sending a mail or a letter of thanks giving to a person who has done his job very well is very important to keep his efficiency to work intact and fresh.