Navigating Workplace Changes: Advice from Johnny C. Taylor Jr.

Question 1: Evolving Job Responsibilities

Joshua asks: "Soon after being hired, I found my duties slightly out of line with my job description. After eight months on the job, my day-to-day responsibilities are much different from when I started. Should I be concerned enough to address the situation in my annual review next month?"

Johnny C. Taylor Jr. Responds:

It’s excellent that you’re thinking proactively about this situation. Addressing the shift in your responsibilities during your annual review is absolutely the right move. Think of the annual review as a dedicated space for career-related discussions. It’s a prime opportunity to raise concerns and seek clarity.

The phenomenon of a job evolving after you’ve settled in is incredibly common. You accept a position based on a defined set of expectations. You then immerse yourself in the work, and, before you know it, the landscape of your role starts to subtly or dramatically change. Sometimes this happens slowly, a gradual creep of new tasks and responsibilities. Other times, it’s an abrupt shift triggered by changes in business needs or organizational restructuring.

The fact that your responsibilities have significantly diverged from your original job description within just eight months signals the need for a conversation. However, approach this not as a complaint or a cause for alarm, but rather as an opportunity to gain a clearer understanding.

It’s crucial to acknowledge that roles do naturally change, especially in environments where employees are stretched thin or when the business is agile and must respond quickly to market shifts. The crucial questions to consider are: Were you properly informed about these changes as they happened? Do the new responsibilities align with your skill set and your career interests? And, perhaps most importantly, do your current compensation and job title adequately reflect the actual work you are performing?

Preparation is key when approaching this discussion. Before your annual review, meticulously document the key differences between the duties outlined in your original job description and the tasks that now consume your days. Be specific. What new responsibilities have you taken on? When did you begin performing these new tasks? What responsibilities have you relinquished? Are you now operating at a higher level of responsibility or complexity than was originally envisioned for your role?

Present your observations in a factual and objective manner. Avoid emotional language or accusatory tones. Use concrete examples to illustrate your points. The primary objective of this discussion is to align expectations between you and your manager, not to simply air grievances.

Many managers will appreciate your proactive approach and welcome the opportunity to clarify your role. When employees raise concerns about role clarity, it provides valuable feedback that enables the organization to make better decisions related to staffing, employee development, and compensation. You aren’t just advocating for your own interests; you are contributing to a more transparent and well-functioning organization.

Therefore, confidently and professionally raise these issues during your annual review. If the conversation does not yield the desired results, don’t hesitate to reach out to your Human Resources department. HR professionals are often equipped to mediate these types of situations and can provide coaching and support to your manager, if necessary, to facilitate a more productive outcome.

Question 2: Relocation Considerations for Hybrid Work

Chelsea asks: "My job is switching from 100% remote to hybrid. I have the option to move near our headquarters in Washington, D.C., or one of our six regional offices. Pay for each is based on the local job market. I’m concerned that I will have less organizational visibility at a regional office. What else should I consider when offered a job relocation?"

Johnny C. Taylor Jr. Responds:

Navigating a relocation decision involves a multitude of factors. It’s wise to take a deliberate approach and carefully evaluate your options.

Let’s start with compensation and benefits. While salary is undeniably important, it’s essential to delve deeper than just the headline number. Consider how the proposed salary will impact your actual standard of living in the new location. Take into account differences in the cost of living, including housing, transportation, and groceries. Also, be sure to factor in potential changes in your tax burden.

Don’t overlook the importance of your benefits package. Will your health insurance coverage remain the same, or will you need to switch providers in the new location? If you are moving to a new state, be aware that some states offer unique benefits, such as paid family leave or paid sick leave, which could impact your overall compensation.

Next, let’s address your concern about visibility and career growth. It is true that working in a regional office can sometimes present challenges in terms of staying visible to senior leadership. However, there are proactive steps you can take to mitigate this risk.

Volunteer for high-profile projects that have cross-functional impact. Actively participate in virtual meetings, making sure to contribute meaningfully to the discussions. When possible, attend in-person events at headquarters to network and build relationships with colleagues.

Remember that building strong relationships is paramount. Don’t hesitate to use various communication channels – email, instant messaging, and even phone calls – to connect with colleagues and maintain relationships.

Technology infrastructure is another important factor to consider. Are the tools and systems used at the regional office or headquarters location up to date? Outdated technology can hinder your productivity and potentially limit your ability to collaborate effectively. Conversely, a location with more advanced technology could provide valuable opportunities to enhance your skills and increase your value to the organization.

Finally, thoroughly assess the growth potential at each location. Does the regional office or headquarters offer robust mentoring programs, training opportunities, and clear paths for advancement? While headquarters is often perceived as the optimal location for career growth, don’t dismiss the possibility that a satellite office might offer unique learning experiences or a specialized focus that could align with your career aspirations.

Ultimately, the best decision for you will depend on a careful consideration of all these factors – salary, benefits, cost of living, organizational visibility, technology, and growth potential. Take the time to weigh the pros and cons of each location to determine which option best aligns with your personal and professional goals.