Dr. Slava Shut

Recently, a question has been floating around the Internet: Should roles within a company be clarified? And let me tell you, people have gotten heated about what they think the answer should be.

But what does role clarification mean, and how does it affect you? Role clarification is exactly what it sounds like, labeling a position within a company in order to clearly define what tasks the position handles. There have been arguments for both sides, so let’s list them here, and then I’ll let you know where I land. Let’s get into it!

THE PROS:

1. You Know Exactly Who is Responsible for What
As an entrepreneur, you know the importance of clarity. When listing your goals, your projections, or even just your day-to-day tasks, having that physical list is helpful to keep yourself on track. With even more people in the mix, whether that’s a full company or a board of executives, it can be even more helpful to understand who is taking care of what. Everyone can feel like their tasks are manageable and know how to direct clients accordingly.

2. It Helps Prevent Burnout
Without clear boundaries in place for employees, it can be easy for people to take on more responsibilities than they’re supposed to. Absorbing those extra tasks over a long period of time can weigh on a team member and cause them to burn out. But ensuring a clear division of work prevents positions from becoming porous and can keep members operating at a reasonable level.

3. It Helps Team Members Feel Responsible
When there’s a specific task delegated to a team member, it’s a way of telling them, “I believe you’re capable enough to handle this and that you’ve trained to have this responsibility.” This type of trust can inspire an employee to feel needed, important, and that their hard work has paid off. Also promoting a team member can help define clear salary lines and encourage individual goal setting.

THE CONS:

1. Labels Can Separate Instead of Unite
Labeling a team member with a specific position (especially if it’s comparable to a position commonly held in a company) can sometimes feel loaded. There can be misconceptions or negative connotations associated with certain positions, and people can often feel like there’s a sense of separation. For example, an assistant and a senior assistant have major divides and, if abused, positions can cause major division in a company. From an “us vs. them” attitude, to feeling undervalued, labels can cause breakdowns in productivity and overall happiness.

2. If Not Established, They Can Feel Arbitrary
Have you ever seen a boss give their employee a promotion or a “better” title just to placate them? There aren’t any perks, a raise in salary, or a new sense of belonging offered. Doing things like this can feel like a CEO is using a title as an arbitrary way to make an employee work harder for next to nothing. Though they might feel appeased initially, it won’t last long.

So where do I land? Well, I’ll be honest, it’s a combination of both. I feel like role clarity is necessary to make team members feel involved, to have a solid salary line, and make people feel valued and not overworked. However, position clarity has to be done with all those intentions in mind. Just because it’s “what you’ve seen before” or “how other businesses have done it in the past,” doesn’t mean it’s always the right move. Consider developing unique positions that fit your business, goals, and employee’s skillset.

What’re your thoughts on role clarity?