Typically when a new employee joins an organisation there is a job description, there needs to be a certain amount of time allocated to enable a new employee to learn the processes and also clear and concise expectations as to what is expected from the individual staff member. All of this is necessary so that an individual can confidently know that they are working towards and reaching their expected kpi’s.
In organisations where this does not occur, when staff have inconsistent responsibilities, are frequently expected to do the tasks of their colleagues and or lack important information relating to how they need to do their work, then a lack of role clarity ensures which can lead to high levels of stress, anxiety and high levels of absenteeism. Although a lack of role clarity in itself is not a psychosocial risk, it can become a hazard when it is combined with other risks such as high job demands, lack of support and poor workplace relations, especially if it persists over time.
Mia’s Conflict
Mia works as a legal secretary, she supports five different lawyers who work in a diverse space. Mia has only been at the company for four months and has noticed that although in theory her work should be similar for each person she supports, this does not appear to be the reality. There is one lawyer in particular who keep giving Mia conflicting instructions, and just as she adapts to what was requested of her last week, she gets scolded each time she submits her reports. Mia is very confused and feels too nervous to speak up and get clarification. Mia used to have eczema as a child and as of recent she has noticed it has returned after years of being absent, Mia is pretty sure it connected to her high levels of stress.
What contributes to Lack of Role Clarity
- Lack of clear job descriptions
- Poor communication from management
- Constant changes in job responsibilities
- Rapid company expansion or layoffs
Negative Consequences of Lack of Role Clarity
- Excessive stress
- Lowers confidence of staff
- Increases staff turnover
- Decreases workplace relations
- Creates a poor relationship with management
- Waste of resources
Mitigating Low Job Clarity
- Creating clear and comprehensive job descriptions outlining duties, responsibilities, and expectations
- Communicating with employees to ensure they are clear a obout their roles
- Giving regular performance feedback
- If roles are changing ensure employees are fully aware of their new responsibilities
- Provide training and development opportunities
- Create a culture that welcomes feedback
Low job clarity is a critical psychosocial hazard that can create a negative situation for both employees and employers alike.
