Why They're Important
Susan Fenner of the International Association of Administrative Professionals talks about job titles. She states, “What you are called can make a great difference – in terms of compensation, prestige, and promotional opportunities."
While Ms. Fenner’s advice comes from the employee point of view, it rings true for employers as well.
If you have four levels of supervisors, your Supervisor Level One knows what he needs to reach level four, but also sees stumbling blocks and perhaps massive training and “more experience needed" ahead.
While a level four may indeed require additional training and experience, offering a job title based on job duties works better and conveys level four is reachable. For example, get rid of Joe Casey, Supervisor Level One and call him Joe Casey, Assistant Accounting Supervisor or Assistant Supervisor, Accounting or better yet, Assistant Controller.
Leaders of various departments often are easier to change. If you have a sales, marketing and shipping department, instead of Manager Grade Two, simply include the department name where the employee works---Joe Casey, Shipping Department Manager or Joe Casey, Lead Sales Manager.
All of these job titles not only provide a clear statement about where the employee works within your company, it also enhances how they feel about their jobs, and employee engagement is so important these days if you want a creative, happy and productive workforce.