Overcome “It’s not my Job” Syndrome

This is a story about four people named Everybody, Somebody, Anybody and Nobody.

There was an important job to be done and Everybody was asked to do it. Everybody was sure Somebody would do it.  Anybody could have done it, but Nobody did it.

Somebody got angry about that because it was Everybody's job.  Everybody thought Anybody could do it, but Nobody realized that Everybody wouldn't do it.

In the end, Everybody blamed Somebody when Nobody did what Anybody could have done.

Most of us would have known this story. However, I feel no story can be a better example than this.

Have you come across such situations at your workplace? I am sure most you have either faced it yourself or seen it happening in the office, with your boss or within your team. We are talking about the “It’s not my job” syndrome.

As an individual contributor, we are always focussed on doing the job for which we have been hired. How often do we ask ourselves, 'What could I have done to make the situation better?' The answer to myself is, 'Not too often.'

On the other hand, from a manager’s perspective, it’s a big challenge to to tactfully engage employees in additional tasks.

Let us have a brief understanding of some methods to overcome this syndrome, individually and as a leader.

1. Individual contributors

If you  want changes in your life it first starts with owning your thoughts and actions.

When you are a part of a large team, the best way to overcome this syndrome is to develop a sense of accountability for any task assigned. However, many people do not have a clear idea of what exactly does accountability mean.

• Accept the situation.
• Clarify your doubts regarding the task at hand.
• Collaborate and Communicate with positive intent.
• Own the issue and organize your work.
• Understand others’ viewpoints.
• Negotiate.
• Think realistically and take
• Assess the result and act accordingly. Never react.
• Be willing to reassess and renegotiate.
• Identify resources and utilize them to complete the task.
• Leave the “poor me” victim mentality behind.
• Interact and initiate thoughtful and deliberate problem solving.
• Take pride in your results.
• “Yes we can” attitude.

Individual contributors should remember the importance of ownership as it is key to being accountable. When you own a task, you are expected to take it to completion and deliver results. Furthermore, you can also follow the tips given below to make yourself more accountable not only at workplace, but also personally.

• Time Management – Needless to say, people who respect time are more successful than those who do not. An accountable person has a strong sense finishing tasks within expected deadlines.
• Honesty – We are human beings and mistakes are bound to happen. Honest people never back-off from accepting and owning their mistakes. This earns them the trust of their peers as well as leaders.
• Know your limits – Being accountable does not mean one will go about accepting every new task. It is important know how much you can take and learn the art of saying “Yes” to the person and “No” to the task. This will help you maintain good relations with your co-workers.
• Don't be a whiner be a winner:

  Whiners:

• Always talk negative about people and situations
• Allow their thoughts, fears and worries to impact their actions
• Always complain about the job
• Never find ways to overcome the situation.

 Winners

• Always tend to look at the good in people and situations.
• Channelize their thoughts to make the most of their actions.
• Always eager to find the best ways of doing the job and enjoying it as well.
• Accept challenges and effectively utilize available resources

Remember:

Its not only what we do, but also what we do not do, for which we are accountable!!       

1. Leaders

 Getting the job done when it is not part of routine work is a daunting task for any manager. On one hand, you are expected to drive employees to perform better, while on the other hand you have to get it done without making them feel that they are being overtaxed. Here are few strategies to help you reduce the “Not my job” attitude prevailing amongst your employees. 

1. Communicate – The best way to drive interest in doing an additional task is by communicating its importance. Let them know about the desired outcome of the task and the impact it will have not only on the company’s growth but also on their own growth in the organization. When people know about the benefits, the chances of them willing to take initiatives are manifold.
2. Appreciate – A person who is appreciated will do more than what is expected. Recognizing the contribution of employees to the company’s success and relating them to its growth is vital. Many managers opine “Why should I thank someone for doing what they have been hired for”. Such an attitude not only demoralizes them but also makes them feel unvalued. A simple pat on the back, taking them for an informal dinner or sending a “Job well done” email motivates people and creates a feeling of being valued.

• Involve – Involving everyone whenever there is a challenging situation at workplace is always a good tactic. By seeking inputs and suggestions from your employees, you are giving them a chance to showcase their individual approach towards problem solving. Such discussions always lead to strengthening of bond amongst peers as well as with the leadership.

 Half the job is done when your employees are more than willing to do it. The key is to keep them motivated and this can be done by incorporating the above key points in your day-to-day work.

So, the next time you say “It’s not my job”, just give a thought to the points mentioned above. If you are an individual contributor, the faster you overcome this syndrome, the better will be your prospects of growing in the organization. If you are a leader, all you have to do is keep them motivated in every possible way you can think of.

 Let's follow Nike's "Just do it" slogan and as an individual and a team let's embrace "I own it" culture.