It’s not my job!”
Lynn Homisak, PRT, SOS Healthcare Management Solutions
“It’s not my job!” What do those four little words do to YOUR insides? For me? It rivals the shrill sound of fingernails raking slowly across a blackboard. It does not matter who the recipient of this toxic phrase is – whether an employer or a co-worker – it is irritating to the senses to say the least. Sadly, it is also why many doctors are reluctant to create written job descriptions for their practice. Their concern is that assigning a fixed list of duties puts limitations on their staffs’ efforts; so (in their minds) it is better not even to have one. Well, I could not disagree more.
Allow me to explain.
One of my functions when I go into a medical practice is to determine if tasks are well delineated to assure each employee contributes to a seamless workflow. When I ask to see staff job descriptions, my hope is to receive well-composed, updated documented narratives for each job title that includes the salary range, educational requirements, and necessary technical and soft skillsets for that position. What I am given instead is an outdated task list or nothing at all. Why does this matter? Because it is never surprising to find that without a ‘comprehensive job description’ there exists; a redundancy of duties, system breakdown, confusion, imbalanced workload, and unqualified personnel (often not their fault). Add to that…disgruntled staff (and docs).
It is at the initial hiring interview, that employees need to be informed of what the prospective job entails. This is best accomplished with a well-written job description that outlines the distinction between primary and secondary tasks, responsibilities, expected outcomes, wage expectancies, and protocol associated with the position. It is far more sensible to make applicants fully aware of job expectations BEFORE you hire them to avoid potential surprises after they have accepted the position. In many cases, this “surprise” has led to staff leaving shortly after their hire.
The hiring interview provides the perfect opportunity to also discuss the workplace culture; explaining that regardless of the “job position” their role as a team member requires stepping in and helping where and when needed. Sharing your…yes, “well written job description” with them at this point provides insight. Insight for you and the applicant whether they are suitable for the position based on your needs and requirements. This document also serves as a guideline, helping new employees to familiarize themselves with criteria upon which their performance will be evaluated and preventing misunderstandings down the road.
That brings us to the offensive phrase, “it’s not my job.” This destructive attitude (and make no mistake; it IS an attitude) can flow from an employee’s poor work ethic or surface later as the product of an unsupportive work environment (i.e., poor management, existing employee cliques, etc.). It has little if anything to do with a written job description.
It is important, however, to clarify at the onset that the scope of their job may extend beyond the tasks listed. Adding “and any other duty required of me” as a catchall phrase at the end of each job description, makes it clear to employees that if additional duties are required, they are expected to pitch in. In other words, “it’s ALL your job.” This destroys the “it’s not my job” mentality before the mentality destroys the practice. It is an effective concept provided it is clearly pointed out, and acknowledged, preferably in writing, by each employee.
Ideally, it would make more sense to hire people who demonstrate soft skills, are team and purposeful; have like-minded personalities, and view their employment as a career, not as just another “job.” This information is not always evident in their resume. That is why striking up a shared conversation with applicants is far more eye-opening in understanding their values and aspirations and determining whether they would be a good fit for the practice.
Raise your hiring standards by establishing what type of people you want working for you. Do not settle. You deserve better. Don’t you deserve the best?!
Poor or insubordinate employee behavior is not only unacceptable; it is destructive and any employer willing to ignore or put up with it, is responsible for creating an undesirable workplace culture. Rest assured, nothing crushes the productivity of a great employee quicker than watching their employer tolerate a bad one.
If you still find that your employee succeeds in making the claim “It’s not my job” as a rational position, it is (quite simply) because they can. And at that juncture, the bigger question is…who lets them?