Examining jobs by function and outcomes

This is a tough concept for most employers and supervisors. We have all been trained to describe our jobs by their functions and responsibilities, with outcomes playing a back seat to these elaborate descriptions. Most companies have put a huge effort into accurately defining jobs by their functions as a result of the Americans with Disabilities Act. But what if an employee told you that:

• They could conduct job interviews despite the fact that they were totally deaf?
• They could compile daily spreadsheets although they were completely blind?
• They can load 60 pound paper rolls into a printer that is three feet off of the floor although they have a 40 pound lifting restriction?

These examples are drastic, but point to the fact that employers have to think very creatively and utilize the creative input of their employees when determining how the goals of the job can be accomplished.

What is the number one goal for any supervisor? Meet production goals in a timely fashion while maintaining a positive work force. If your company has been encouraging a value proposition for all employees, then supervisor and employee should be encouraged to sit down and strategize what can be done to maintain that employee and utilize their skills. There is no magic to job accommodations, just a lot of creative thinking.