Miscommunication, a sudden shift in job roles, changing expectations, restructuring – the reasons that make a twisted and an ambiguous job profile are many.

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!