I have a friend who works in retail that was venting about how frustrating it is to have fellow employees who, when asked for help, continually say, "it’s not my job." It's the employee who'll walk past a spilled drink on the floor without even blinking, or who'll ignore a customer asking for help because it’s time for their break.
Now, you may be tempted to play the "not my job" game back to them when they ask you to do something. You could also make them a trophy that you award at the next staff meeting engraved with something like, "Not My Job Champion". Well, that’s probably not a good idea and would guarantee dissatisfaction. So how do you work with the “not my job” employee? Here are some ideas:
For Employees:
Don't take it personally. It's easy to get annoyed when someone is refusing to help outside of their job description and that just do the minimal amount that they can get by with. But it's important to remember that it's not about you. This is their issue that they need to work through.
Try the "Yes, And" approach. A powerful technique you can try when faced with the "Not My Job" response is the "Yes, And" approach. Inspired by improv comedy, this method involves accepting the situation and building upon it. For example, if your co-worker says, "It's not my job to tidy up," you can respond with, "Yes you're right, it's not your job, and wouldn't it be fantastic if we could all pitch in and make our workspace more pleasant?"
Lead by example. Sometimes, the best way to inspire others is to lead by example. If you consistently show a willingness to help out, your co-workers may follow suit. Actions speak louder than words, and soon enough, you'll find that the "Not My Job" mindset begins to wane.
Discuss it with your manager. Your manager is responsible for making a positive work environment for everyone, and they should be able to work with your team to create a more collaborative and helpful culture. This is not about being a tattletale. This is clarifying expectations and the discussing the type of culture you want to work in.
For Leaders:
Create a culture of rewards and recognition. People love to be recognized for their efforts. Implement an employee recognition program where those who go above and beyond their job descriptions are celebrated. Ask other managers and employees to notify you when they catch someone doing something right or going above and beyond. Then call or recognize them personally and thank them. Recently I saw a friend of mine make an effort to pick up a small piece of string off the floor. He noticed my expression of surprise and he said, “I had a boss that would pay an incentive whenever they saw someone picking up things from the floor. It became a habit.”
Make it part of the “Job Description.” If there is a behavior you want to see in your employees, add it to their formal job description and clearly communicate what is expected. Be specific. Remove the “it’s not my job” excuse.
Foster open communication. Create a culture of open and honest communication within your workplace. Encourage your colleagues to express their concerns and discuss their responsibilities. This will help build a collaborative and supportive team.
Transforming the "Not My Job" attitude into a culture of teamwork can be a challenge that requires time and continual effort. Remember, a little humor, a lot of positive reinforcement and patience, and a commitment to working together can make a significant difference.