jobs-to-be-done

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Tool: SKILL.md [1/3] Description: --- name: jobs-to-be-done description: 'Discover what customers truly need by analyzing the "job" they hire your product to do.

Tool: SKILL.md [2/3] Description: at the Little Hire stage -- purchased but never used - The forces of progress operate differently at each stage: Big Hire anxiety is about the purchase risk; Little Hire anxiety is about effort and learning curves - Retention problems are almost always Little Hire failures, not Big Hire failures **Product applications:** | Context | Application | Example | |---------|-------------|---------| | Retention analysis | Distinguish Big Hire metrics from Little Hire me

Tool: SKILL.md [3/3] Description: accomplish their job?" **Product applications:** | Context | Application | Example | |---------|-------------|---------| | Metrics design | Define success metrics around job completion | Track "time from problem to resolution" instead of "features used per session" | | Product roadmap | Prioritize based on job dimensions (functional, emotional, social) | A functional improvement that ignores the emotional dimension may not move the needle | | Organizational alig

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Tool: references/case-studies.md Description: # JTBD Case Studies ## 1. McDonald's Milkshake ### Situation McDonald's wanted to increase milkshake sales.

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Tool: references/competitive-strategy.md [1/2] Description: # JTBD Competitive Strategy Analyzing competition through the jobs lens and building differentiated positioning.

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Tool: references/diagnostics.md [1/2] Description: # Product Diagnostics Through JTBD Lens ## Checklist: Do You Know Your Product's Job?

| ### Acting on Churn Insights **If job changed:** Consider segments, expansion products, or accepting churn as natural **If competitor wins:** Investigate which dimension they're serving better **If job wasn't done:** Product or onboarding needs improvement **If friction accumulated:** UX improvements, training, simplification **If priorities shifted:** May be targeting wrong customer profile

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Tool: references/organizational-change.md [2/2]