This was a recent Twitter and Facebook post which received a lot of reaction from our readers. Here are the best conversations from our followers.
“Fire them.” Then a minute later, “Ok, so that’s a little harsh.”
“I don’t think that would hold up in court (responding to above).”
“Hmmm…Actually, the employee’s response and subsequent refusal to do the job could be considered ‘insubordination’. As such, provided it’s in the handbook and various steps have been taken with the employee; it could be the grounds for dismissal! Maybe not immediate…just depends on a lot of factors (too long for FB post).”
“I just look at the employee with a smile. Most employees should understand a job description is to keep the day to day focused and organized. A good team leader will help them understand that and they will lead by example.”
“I would tell them it is listed under… And other.”
“I would say something to the effect, ‘there are many things all of us do that are not in our particular job description, but as a company and as a team player, we all contribute to the goodness and benefit of this organization. I can understand your reluctance to contribute seeing that this particular task is not within your expertise, but with all the cut backs and economic down turns we all need to contribute. So how about helping out? ….. now get back to work you lazy (butt) before I can find someone who really wants to work!….oh and one other thing … I was going to throw away the box that the copy paper came in but I think maybe I will hold on to it just in case you need it to get your (stuff) out of the desk you are renting from me. Have a nice day!”
If you’re like me, you’ve wanted to say one or all of these at one time or another (and maybe you have). The key to getting employees to do their job, whether the duty in question is in their job description or not, is in creating a work atmosphere that they feel part of and to which they contribute.
The key is this, if people are pushing back on any of the work that you give them, the answer is not in the job description—rather it is deeper than that. To fix it, you will need to uncover the real problem and work to resolve it; then you can move forward to improving performance and accountability through job descriptions.
Thanks to all our Social Media followers who responded with their insights and comments! Please post additional comments below.