Does your team suffer from unclear roles and responsibilities? Team members end up doing a lot of work, but is it the *right* work and are they wasting time?
If this sounds familiar, you can improve this situation by clarifying the roles and responsibilities of your team members.
Why Unclear Roles and Responsibilities Can Be Stressful
Unclear roles and responsibilities can be stressful because:
- Your team members don’t understand how they fit into the team, resulting in difficulty in finding that “task significance”. Task significance is what helps people feel like their job makes a difference.
- People waste time, doing work that they shouldn’t be or don’t want to be doing
- Team members find it difficult to develop the required skills. Their jobs are not well defined, so it’s hard to tell what skills they need.
You probably know what your team members should be doing. However, you need to make sure that everybody is on the same page if they are going to have any job satisfaction.
For more on job satisfaction in your team, read this post: 4 Job Satisfaction Killers That Are Demotivating Your Team.
How to Fix Unclear Roles and Responsibilities in Your Team
1. Clarify Roles in Your Team by Finding the Gaps
First, list the tasks you want your team members to be performing as part of their role. Use their job description as a guide.
Now, write down the tasks that they actually are performing. Is there a difference? The difference is the gap between their ideal role and their actual role.
You can see this gap in the chart below. Your job is to fix it!
For every gap you find, identify who you think should be performing the work.
Remember that somebody else in another team might actually be performing work that your team should be doing. Or, your team might be doing the work of another team.
If the size of the gaps are large, or these gaps are resulting in stress for your team, then you should look at making a change. Use your list of gaps as the starting point to clear things up.
2. Clarify Roles in Your Team by Making a RACI
Consider clearing up unclear roles and responsibilities by developing a RACI matrix to define the roles in the team. RACI stands for:
- R = Responsible: A person actually doing the work.
- A = Accountable: The person who will be ultimately held accountable for the work. This is often a manager (probably you).
- C = Consulted: A person who should be consulted for their opinion. These people may be outside of your team.
- I = Informed: A person who should be informed of the outcome or progress of the work, but they don’t really get a say in how the work is done.
Create a table and write a list of the people or roles at the top, and the tasks or functions of the team on the left. In each entry in the table, you need to put one or more of the RACI letters, as shown below.
Important Notes For Your RACI Matrix
- For a given task, you should never have more than one “A”. Only one person should be accountable for something.
- You can have multiple “R” entries for a task. This means more than one person does the work.
- You can have an “AR”, which means that the person who is accountable is also doing the work.
- “C” means that the person doesn’t contribute to doing the work. Instead, you just ask for their input and feedback.
Putting tasks in this matrix structure, agreeing them and communicating to your team and others sets the standard for what each person is doing.
3. Clarify Roles in Your Team by Getting Feedback
It’s a good idea to openly communicate with your team to test your thinking when fixing unclear roles and responsibilities. If you feel like your team members need to clarify their roles, then it’s likely they feel the same.
Ask your team members for feedback and see whether they feel the uncertainty that you do.
Remember: if the roles in your team don’t seem clear to you, then they probably aren’t clear to others either. Be sure to ask questions and clarify your understanding.
Go and start clearing up the unclear roles and responsibilities, so that everyone can do their jobs well. This will improve performance, result in greater job satisfaction and reduce the ability for others to get away with avoiding work!
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Do you have any good ideas for clarifying responsibilities, or stories about when unclear responsibilities were a big problem? Let me know in the comments below!
Alternatively, if you’d like to know more or need some help on this subject, simply send me a private message through my contact page:
I just stumbled on this blog on leadership and got so challenged with the enriching insight on leadership clarification that make team development fulfilling. Thank you
Thank you very much for your comment – I appreciate it.
And I’m glad you are getting some value from the posts!
Ben
Thank you!
You’re welcome!
Really good stuff; brief and clear
Thanks for the comment Richard, appreciate it.
Ben
I found your article very useful. Thank you!
Within our firm, our roles and responsibilities have become blurred/confused. Our president has often assigned responsibilities to people based on their competence and trustworthiness, but these responsibilities have come to be outside out the departments as we’ve grown.
We are looking to have someone come and help us clear up who should be doing what, and prepare job descriptions that all the invested parties agree to and will be kept accountable to.
Do you know what the name of the service and the title of the consultant are that we’re looking for?
Thanks,
Babak
Hi Babak,
It sounds to me like you’re looking for an Organizational Development Consultant. Generally they have skills and experience relating to Human Resource management, organizational structures and capability development. The mixture of those three domains should be able to help you.
Thanks for your comment and good luck on clarifying your situation!
Cheers,
Ben