A job title means a lot to employees
Oct 12, 2008
YOUR job title matters. However, it can be a source of conflict, affecting motivation and career development. Does your job title reflect your role? If not, how do you win the renaming game? <br>
By Fred Ouma
YOUR job title matters. However, it can be a source of conflict, affecting motivation and career development. Does your job title reflect your role? If not, how do you win the renaming game?
A recent survey of 1,500 office workers in Kampala by workplace research firm, Real Surveys, found that 70% would choose a more motivational role or job title over a pay rise. According to the report, filing clerks would prefer to be known as data storage specialists and receptionists front office managers. Is this just vanity or are there advantages of having a job that sounds professional rather than bog-standard?
Think of how much notice you take of what a job is called when you are scanning for vacancies. For some individuals, titles are more important than their actual role or pay. This impact can be evident when two unlike company cultures are merged into one organisation. It may not be practical or make good business sense to survey your workforce to see what they think titles should be in a blended organisation. However, any change in the title may cause unrest.
Similarly, when prospective employers are looking at CV, they will react in a similar way to your job title. Make sure it does you justice.
Sandra, a senior administration assistant in a large local authority, feels her title does nothing for her. “It does not reflect the level of responsibility I have or the variety of work I do. I manage six clerical staff, deal with enquiries from the public and I am responsible for a sizeable budget. I hate the word senior. It makes me sound old, rather than able!â€
She always describes herself as the office manager. “It is a more accurate reflection of my responsibilities. Having the word manager in my job title would give an application for a higher level post more credibility.â€
As well as affecting motivation, an inspiring job title can increase your confidence, says Patrick Okee, a co-author of the report. “If you feel valued by your employer and proud of what you do, you will be more positive about your work and believe in your potential to develop further,†he reasons.
Sarah Namirembe, a human resources specialist with Career Services, believes in the power of naming jobs correctly. “Job titles need to be motivational,†says Namirembe. “They are a value statement by businesses that should instill pride and confidence in employees. Employees want to easily see the next step on their career path, so, employers should call them by what they do for their clients.â€
If your job title does not light up your life, do not just live with it, try to get it changed. A good time to discuss it is during a performance review. “Prepare by looking at new responsibilities you have taken on and ways in which your job has changed recently,†suggests Okee. If you have strengths or specialities you would like to develop, think about a title that would reflect that.
Namirembe agrees: “Go with your own ideas for a new title and be prepared to compromise on the wording, but not on the principle. If your boss dismisses the idea, explain why it is important.â€
“Don’t be afraid to say you need acknowledgement of the contribution you are making now in order for your career to develop in the future,†she insists.
While in many organisations titles have not changed in decades, the jobs they describe have undergone a complete transformation. Workers are increasingly becoming multi-skilled and deserve recognition.
“Aim for something realistic that reflects what you do and draws attention to your abilities rather than your insecurities,†advises Okee.
If you are considering assigning a title or planning any title changes, be careful. Recognise and debate your rationale for making the decisions. Anticipate unrest and potential results.
A title has the image and message you send to your prospective client, vendor, community and employees. “Consider all these factors when allocating titles,†says Namirembe.
YOUR job title matters. However, it can be a source of conflict, affecting motivation and career development. Does your job title reflect your role? If not, how do you win the renaming game?
A recent survey of 1,500 office workers in Kampala by workplace research firm, Real Surveys, found that 70% would choose a more motivational role or job title over a pay rise. According to the report, filing clerks would prefer to be known as data storage specialists and receptionists front office managers. Is this just vanity or are there advantages of having a job that sounds professional rather than bog-standard?
Think of how much notice you take of what a job is called when you are scanning for vacancies. For some individuals, titles are more important than their actual role or pay. This impact can be evident when two unlike company cultures are merged into one organisation. It may not be practical or make good business sense to survey your workforce to see what they think titles should be in a blended organisation. However, any change in the title may cause unrest.
Similarly, when prospective employers are looking at CV, they will react in a similar way to your job title. Make sure it does you justice.
Sandra, a senior administration assistant in a large local authority, feels her title does nothing for her. “It does not reflect the level of responsibility I have or the variety of work I do. I manage six clerical staff, deal with enquiries from the public and I am responsible for a sizeable budget. I hate the word senior. It makes me sound old, rather than able!â€
She always describes herself as the office manager. “It is a more accurate reflection of my responsibilities. Having the word manager in my job title would give an application for a higher level post more credibility.â€
As well as affecting motivation, an inspiring job title can increase your confidence, says Patrick Okee, a co-author of the report. “If you feel valued by your employer and proud of what you do, you will be more positive about your work and believe in your potential to develop further,†he reasons.
Sarah Namirembe, a human resources specialist with Career Services, believes in the power of naming jobs correctly. “Job titles need to be motivational,†says Namirembe. “They are a value statement by businesses that should instill pride and confidence in employees. Employees want to easily see the next step on their career path, so, employers should call them by what they do for their clients.â€
If your job title does not light up your life, do not just live with it, try to get it changed. A good time to discuss it is during a performance review. “Prepare by looking at new responsibilities you have taken on and ways in which your job has changed recently,†suggests Okee. If you have strengths or specialities you would like to develop, think about a title that would reflect that.
Namirembe agrees: “Go with your own ideas for a new title and be prepared to compromise on the wording, but not on the principle. If your boss dismisses the idea, explain why it is important.â€
“Don’t be afraid to say you need acknowledgement of the contribution you are making now in order for your career to develop in the future,†she insists.
While in many organisations titles have not changed in decades, the jobs they describe have undergone a complete transformation. Workers are increasingly becoming multi-skilled and deserve recognition.
“Aim for something realistic that reflects what you do and draws attention to your abilities rather than your insecurities,†advises Okee.
If you are considering assigning a title or planning any title changes, be careful. Recognise and debate your rationale for making the decisions. Anticipate unrest and potential results.
A title has the image and message you send to your prospective client, vendor, community and employees. “Consider all these factors when allocating titles,†says Namirembe.