One Job Per Person...

One Job Per Person

Bosses:

I understand restructuring on the fly and filling gaps. I even understand wanting the biggest bang for your buck. But I’d rather pay a lot for one employee to do one thing well than force a bargain by overloading said employee and hoping their quality doesn’t slide or they don’t screw something up all together. (You don’t tell Donovan McNabb, for example, to add “linebacker” to his QB duties because you need extra speed and athleticism on defense. You simply get yourself a good linebacker.)

This is why they invented temps. Temps are built for getting stuff done without overloading permanent staffers. If things get hectic, bring in a temp or two—they’re worth the extra loot. Or just suck it up and staff up.

And lastly, beware of maniac multitaskers. They’re talented folks who, for whatever reason, get hell-bent on doing everyone else’s job in addition to theirs. Let those folks know that it’s best for them and the company if they just focus on their assigned responsibilities.

Remember: Value isn’t one person doing a lot for one wage; value is the right people in the right position doing the right job well.
 
Employees:

Play your position; don’t let bosses play you. You’re only getting paid one salary so only do the job you got hired to do. If you’re being underused or intentionally overloaded, talk to your boss. Let ‘em know there’s a problem.

 

I’ve seen as many people fail from attempting
 too many things as from attempting too few.
—J. Paul Getty, billionaire businessman

Role-players win championships

Some employees are just natural-born role players. They don’t want to be superstars; they don’t want the pressure that comes with the big office and big title. Some employees just want their check and their benefits plus a little respect. Well, you need those people as much as you need the big shots. The Chicago Bulls won 6 rings with MJ, Pip, and a mob of role-players. Six-time Tour de France champ Lance Armstrong’s cycling team is him and, um… you get the point.

Superstar execs are nice, brilliant charismatic CEOs are cool. But your company will fail without quality role-players. So love your role-players as much as you love your high-priced talent. Pay them well and respect them always. Because when that superstar exec or flashy supervisor slips, goes on vacation, or quits, it’ll be the role-players that hold it down and keep it moving.

Remember: Talent out of position is talent wasted. When you put talent in the right position you’ll save on costly mistakes and increase production. Plus you’ll keep talented employees from quitting for better-defined roles elsewhere. As a leader, your job is to find out who’s good at what, put them where they belong, and pay them fairly. If your company has holes, it’s not your employees’ fault nor is it their responsibility to fill them. That’s your role. So stay in your lane, play your position, and get it done.

…yea, thou shalt diligently consider his place…
—Psalms 37:10