The language we use in the workplace is an essential indication of the organization’s health. The narratives we share have a significant impact on the productivity and cohesion of the team and are the starting points for any potential development in the ongoing future.
Because what we say is important, some specific statements need to be avoided for the organization (and our careers, for that matter) to thrive in both the short and long term. The wrong wording can fragment and disrupt even the strongest team. Some phrases used can stop the atmosphere of inspiration and a cohesive teamwork-driven workplace in a single moment.
So what are the three most dangerous words for any organization?
“Not my job!”
Being an employee is an arduous task in this era, making it taxing to finish even the most elementary assignments. As a result, you might show up at work with only one desire: to do your part and leave.
That often results in rejecting anything beyond your regular responsibilities. But no matter how strenuous it is to stay motivated nowadays, this mindset kills your intrinsic motivation. It also can hinder your career.
Alarming data shows that 97 percent of employees have at least one habit limiting their professional advancement. The “Not my job” attitude is among those that restrict people from reaching their full potential at work.
How the “Not My Job” Attitude Affects Your Career and Organization
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Lost Opportunity to Learn Something New
Employees typically have assignments that are within their already-existing skill set. Yet, they often decline when a colleague or supervisor asks for help with an unfamiliar assignment. That might happen because employees are afraid of not being competent enough or having various tasks.
When you decline to participate in an assignment outside of your regular tasks, you also refuse the opportunity to expand your abilities and become a varied professional. The next time someone asks for your help, think about the knowledge you could gain and how you might even enjoy the process.
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Failing to Perceive Your Job Description as a Framework
Avoid seeing job descriptions as facts set in stone. Instead, perceive them as a flexible framework that leaves room for skill expansion.
If you can participate in an unfamiliar task or help a coworker, consider its relevance to your daily operations.
Although your assignments require particular abilities, avoid limiting yourself to the job description. Accepting tasks outside of your regular responsibilities could help you reinforce your expertise. Consider whether the skills and knowledge you would use to complete these side projects fall into the extended framework of your job description and how you can combine them with your existing skills.
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Creates or Points to Disengagement
Consistent support from coworkers improves work environments by relieving stress and enhancing job satisfaction and performance. Thus, employees who have good relationships with their colleagues and supervisors are typically successful and productive at work, even if their tasks are arduous.
Employees with the “Not my job” mindset often struggle with a lack of motivation and might not find their work engaging. However, declining to help a coworker also can cause workplace disengagement by creating an unfavorable atmosphere.
It’s alarming that 14 percent of workers are actively disengaged, restricting their productivity. When you challenge yourself and accept assignments unrelated to your responsibilities, you encourage your coworkers to do the same and expand their skills.
Instead of bluntly rejecting an assignment, word your reply wisely and make yourself indispensable. Foster team collaboration and help your coworkers to entice others to assist you if you ever need it.
Adjust the Attitude and Reframe Your Response
Regardless of how much you want to help or learn something new, your deadlines and workload will often prevent you from pitching in. You might feel tempted to say, “Not my job,” but you can always find a better way to respond.
Follow these alternative responses to avoid burning bridges.
- Honestly explain your situation: If you are overwhelmed with assignments or have too much on your plate, explain that you would love to help but are currently struggling with deadlines. Be sincere and straightforward. Your colleague or supervisor probably will understand that you have too much work at the moment but that they can count on you in the future.
- Offer your help, but set time limits: When your workload leaves limited time to help others, offer your assistance but let them know that your responsibilities are time-sensitive. Ask them how you can contribute in a respectful timeframe without hindering your assignments. That way, you make it clear you want to help, but you need to agree on the timeline.
- Express your insecurities concerning your competency: Some requests could be beyond your field of expertise, leaving you uncertain whether you can help. Let your colleague know the task is not in your wheelhouse and you can’t acquire the necessary skills fast enough. They will understand that your contribution could only make the assignment more challenging and that you prefer not to waste their time.
- Suggest alternative resources: If you don’t have enough time to help the coworker yourself, point them to alternative resources. Let them know if someone else could assist them. Perhaps you can suggest helpful video tutorials or textbooks that could guide them through the process. Even if you cannot contribute directly, you might know valuable information that might help your coworker solve their issue.
Your regular workload often leaves you little time to help out a coworker or take additional assignments from your superiors. But be wary of bluntly declining their request and saying “Not my job,” as it could make you come off as unhelpful and inconsiderate.
Following this mindset could be detrimental to the organization and your career due to hindering team productivity, collaboration, and efficiency. Instead, help when your schedule allows you and show that you care about collaboration and organizational success.
If not, reframe your response and ensure that your colleague or manager understands your situation. That way, you express your willingness to help and why, at the moment, you can’t pitch in, avoiding resentment and bad feelings.
