The job profile dilemma
Miscommunication,
a sudden shift in job roles, changing expectations, restructuring – the
reasons that make a twisted and an ambiguous job profile are many. But
under such a circumstance, who should one reach out to - the line
manager or HR representative?
>> PROFILE WORRIES “When
you have a problem with your job profile, it typically means that you
are taking a serious look at where you are in your career and reflecting
on your goals. This is a time when we need a coach and/or mentor,”
explains Vaidya Nathan, CEO, Cassle. It seems obvious that your
immediate superior is the person you would need to talk to, but you
hesitate from doing so for various reasons. “Most of the time, somebody
higher up in the hierarchy could be an effective mentor. They have
walked this path and know what needs to be done to get to where they
have reached. Asking the boss could be a natural reaction; but could
lead to anxiety. This is because, the boss is also our reviewer and may
begin to perceive the
employee a little differently;
also, you could not be
open while discussing
career anxieties,”
reflects Nathan.
>> A TWO-PRONGED APPROACH While
on one hand your boss is the person who best understands what you do,
it is the HR manager that has the wider picture of why and what you were
initially hired for. So, what is the right approach – take your issues
to both quarters simultaneously or give one party greater priority? “In
my view, it should be a consultative approach. The HR head will have a
good perspective from the organisational viewpoint; however, the line
manager, or the immediate line manager will have a functional
perspective, which is equally important when addressing such issues.
Such people issues should be proactively addressed – through reviews,
appraisals and feedback mechanisms. It is important to have a mechanism
through which such feedback emerges and gets addressed before it becomes
an issue or a problem for rectification,” advises Vijayaraghavan, head
of HR & corporate communication-India and Malaysia, Stempeutics
Research, a Manipal Group Entity. “Definitely, your boss
or his/her boss can help. In right conditions, their inputs will be
more authentic since they also would have observed you and keep your
strengths in context. Alternately, you could reach out to some qualified
person in HR. They could play the role of a coach. They would know of
different career paths, and competency maps, especially relevant to the
organisation. Also, they would have the capability to listen and
understand your aspirations and goals and guide you along. Talking to
them might be less anxietyprone. But they will not have the kind of
insight, both into you and the job that your boss will,” suggests
Nathan.
>> ACT EARLY Of course, issues with one's job profile are best resolved at the time of hiring as Khitish Koorapaty - HR manager,
Courtyard by Marriott
Chennai says, “As a
candidate, I feel that it is the
responsibility of the associate to
understand
his/her job profile at the time of the interview. Any and all questions
have to be clarified at the time of the interview itself. Having done
that, I feel that the associate can either reach out to the line manager
or HR. There is no specific order.” Nathan offers a third option,
“Apart from this, there is one other very effective option, which is
worth considering - talking to your peers (both inside your company as
well as outside) will be very effective.” Thus, you have not one but
three different sources to consult in case of job profile anxieties. And
hesitation to do so will only accentuate your anxiety; so go ahead and
consult!
