In Africa, where unemployment is above the global rate of five percent, according to the International Labour Organisation (ILO) Report of 2024, there can be no happier news for any job seeker than: “You were successful in your interview, and I am pleased to offer you the position of XYZ.”
Often, this news marks the end of a tiring and relentless pursuit of opportunities, usually involving countless applications, LinkedIn optimisation, and disheartening rejections.
Accompanying the breakthrough message is always the employment contract that outlines your terms of engagement, benefits, leave entitlements, and the organisational principles you are signing on to.
And with it, the all-important job description (JD): the guiding light for your day-to-day tasks, the reason you applied, and the role aligned with your qualifications and experience.
But lurking at the end of this JD, almost like a footnote, is the clause: “…and any other duties that you may be called upon to perform from time to time.” And therein lies the grey area. Depending on your industry, these “other duties” can range from tender evaluations, recruitment panel participation, and public speaking to marketing and promotional activities. Sometimes, they require skills outside your wheelhouse or worse, they evolve into full-time responsibilities you never signed up for.
According to a Job Description Benchmarking Survey of 2022, over 60 percent of employees encounter tasks outside their formal JDs. Gallup’s 2023 State of the Global Workplace Report indicates that ambiguity in role delineation can lead to role overload, and 45 percent of employees report stress due to anticipated responsibilities. So, what do you do when handed such a wildcard?
First, there is a need to breathe. If the management has trusted you with the role, it likely means they have seen potential in you. But potential must be matched with clarity and boundaries.
As an employee, you should engage your supervisor immediately to understand the vision behind the assignment. According to Harvard Business Review (2021), employees who seek clarity upfront are 30 percent more likely to excel than those who do not.
Such a move enables one to clarify timelines, objectives, and expected outcomes. This will help manage both expectations and performance reviews.
Use it as an opportunity to grow - research the task, consult colleagues who’ve walked this road, and invest in upskilling through platforms like Coursera or LinkedIn Learning. Document everything, and request the assignment in writing to maintain accountability and recognition.
Secondly, there is a need to develop an implementation strategy. Identify quick wins, build a resource plan, and make it clear what support you will need.
Many of these tasks come with no budget or team; therefore, being upfront about limitations is essential. And always keep the appointing authority updated on progress.
While doing so, there is also a need for an employee to own the space - and this might be one’s time to shine. Even if “any other duties” wasn’t what you applied for, it might be what sets you apart.
You never know what talents lie dormant until you’re pushed outside your comfort zone. If the responsibility grows, so should your role. Don’t let the light of initiative cast a shadow on fairness.
