Whether a leader defines jobs using a traditional job description or an Accountability Matrix, they’ll want to get input from people who interact with the individual in the job when outlining the key requirements.
The leader and/or HR are generally responsible for defining the requirements for a job. Soliciting input from those closest to the job provides two important advantages. First, the people working closely with the job know whether it’s being done correctly or not — often because it impacts their work. Gaining input from these stakeholders helps further define the success factors of the job. Secondly, consulting the stakeholders creates a commitment from them to the individual in the job to succeed since they had a hand in defining it. Just imagine the support felt by the person in the role.
Empowered leaders ask for input from many people when defining jobs and that creates more success for their direct reports.