Why Traditional Job Descriptions Don’t Work (And What to Use Instead)

Learn how position agreements replace ineffective job descriptions to boost clarity, accountability, employee performance, and organizational alignment.

If you’ve ever tried to lead a team using traditional job descriptions, you know the truth:
They don’t actually help people do great work.

They’re often vague or hyper-detailed, outdated the moment they’re written, and stuffed with generic phrases like “other duties as assigned.” They focus on tasks, not outcomes. They tell people what to do instead of helping them understand why it matters.

For most leaders and employees, job descriptions end up becoming what they’ve always been: A dusty HR document that no one ever reads again.

This is a problem — because clarity is one of the most powerful drivers of high performance. And most job descriptions don’t create clarity. They create confusion, rigidity, and frustration.

There’s a better way.
A more human way.
A more effective way.

It’s called a position agreement.

What a Position Agreement Is Not

Before we talk about what a position agreement is, let’s clarify what it is not:

• It’s not a list of tasks someone must complete.

• It’s not a compliance document created just to check a box.

• It’s not a static artifact that sits in a file folder or onboarding packet.

• It’s not written to protect the organization from liability.

• It’s not a catch-all of 47 bullet points no one can prioritize.

• And it’s definitely not a relic from the industrial era that treats humans as interchangeable parts in a machine.

We can do better than that.
Humans deserve better than that.
And high-performing systems require better than that.

What a Position Agreement Actually Is

A position agreement is a living, breathing clarity document that creates shared understanding, shared responsibility, and shared commitment.

It defines three things — and only three:

1. Purpose of the Role
Why this role exists.
How it contributes to the organization’s purpose, vision, and values.
Why the role matters.

2. Key Accountability Areas
The outcomes the role is responsible for — not a task list.

Outcome-based clarity invites ownership, autonomy, and creativity. It says:
This is what you’re accountable for achieving. How you do it is up to you, as long as you’re aligned with our values and standards.

This single shift changes everything.

3. Role Standards (Values + Professional Expectations)
The behaviors, ethics, and professional expectations that guide how outcomes are achieved.

Standards ensure alignment and a shared way of engaging — without micromanaging.

When these three elements are clear, a person knows:

• why their work matters

• what they’re accountable for

• how to show up in alignment with the organization’s values

It’s simple. It’s human. And it’s powerful.

Why Position Agreements Fuel High Performance

1. Creates Meaningful Work
Tasks don’t create meaning — purpose does.

2. Unlocks Autonomy and Agency
Accountability areas open space for creativity and problem-solving, unlike rigid task lists.

3. Makes Coaching and Feedback Easier
Clear expectations make feedback less personal and more purposeful.

4. Aligns Everyone to Purpose, Vision, and Values
Position agreements operationalize your culture — something posters on a wall never accomplish.

5. Supports the Entire Employee Lifecycle
From recruiting and onboarding to performance management, development, and succession planning, position agreements guide every stage.

6. Honors Humans
It says: I trust you. I believe in your judgment. I’m giving you clarity and freedom to excel.

How They’re Used

Position agreements are dynamic tools, not static documents. They’re used in:

• Interviews → gives candidates clarity and context

• Onboarding → helps new hires understand expectations and alignment

• Performance management → guides goal-setting, coaching, and reviews

• Development and succession planning → informs growth opportunities

Digital versions are ideal, maintaining links to the most current purpose, vision, values, and standards so everyone has access to up-to-date information.

Reality Check: Job Descriptions Don’t Build Great Organizations. Clarity Does.

High-performing organizations aren’t built on compliance.
They’re built on commitment.

And commitment requires clarity, alignment, and accountability — all delivered through position agreements.

When leaders embrace position agreements:

• Leaders breathe again

• Teams trust more

• People take ownership

• Work becomes meaningful

This is a simple, human-centered way to operationalize purpose, vision, and values — and it’s a foundational lever for high-performing, thriving organizations.

Want support? Let’s chat.