Asking for clarification on duties in new role(11 Posts)
I've recently been given a promotion into a new role, which sits within my current role (if that makes sense).
The role was created by someone in senior management following repeated calls for opportunities to progress within the company. They don't appear to have consulted my line manager as to how the role will fit within the current workload. As a result, my line manager has refused to be involved in the process from the off.
I have repeatedly requested clarification as to what exactly is expected of me in the new role, especially as there are elements of standing in for the line manager in their absence. I've asked how much time I will have per week to complete the tasks they've set me (even these tasks haven't been pinned down, and I've been asked to set my own objectives!). But all I have received is vague answers and the senior manager in question is not responding to requests to meet.
I'm beyond frustrated and starting to get really pissed off. At what point to I go to HR and ask them to move things along? I can't work out if I'm being unreasonable here, but it appears that nobody has any idea what this new role actually is.
Well, congratulations on your promotion. There should be a job description - so go to HR now and get them to help sort this out.
I have a job description but it is very vague on all of this. I had another look at it last night to see if I was missing something, but no.
I asked for clarification on this in the interview and in a follow-up meeting but all I got was waffly, vague answers and blank stares from my line manager.
There are a lot of health and safety implications (working with vulnerable people, under-18s, specialist equipment and machinery etc) that make getting answers pretty imperative, but my manager just doesn't seem bothered.
I know this is "benefit of hindsight" but did you taken on the role, knowing it was so vague and there was no proper agreement with your managers regarding a clear transition with some basic timelines to work with?
It seems you are in a very risky position, having taken on the role with such a lot of ambiguity around it before you've even started.
If all your requests to date requesting support to get up to speed have been ignored, put your concerns in writing to your immediate line manager, so you have a formal record of where things currently stand.
Include your specific concerns re working with vulnerable people under 18s etc, that's very important to formalise.
Unfortunately all the verbal "waffles" can easily be kicked into the long grass, but not an email.
I knew there was some vagueness as my line manager had talked openly about their refusal to engage with the process and so it was always up in the air as to how it would pan out. I felt obliged to apply for it partly to show my desire to move up within the company, and partly because it involved a much-needed pay rise, which I had been asking for to reflect the level of the job I was already doing. The role itself is basically my current job but with extra responsibility.
You have my complete empathy. Often the way to move up the organisation is either to apply for a new role which is a "promotion" to a higher grade, or it is a change to one's current role, which can be risky because it involves a new role spec to take on the additional responsibility.
That's where you are now, but it's all left up in the air, with management failing you badly by not getting behind the change, getting it formalised through HR and ensuring you have support around you to get you moving forward in your new role.
If management don't support you, you may find HR dig their heels in and defer to management for their 'marching orders'/instructions. Hence it could be best for diplomacy to try to formalise it with management first to see if it makes them budge and as PPs have already said, bring in HR in the near future.
Met with all concerned earlier and agreed some specifics, although project objectives are still not clear. Am happier and feel I can move forward, but there are still quite a few grey areas. Seems prudent to set up a regular meeting to check progress and expectations.
Sorry Daisychain01, forgot my manners! Thanks for your support. I asked for a member of HR to attend the meeting so that we are all on the same page from the start, and also to provide an unbiased record of what was discussed and agreed.
Hey no apologies needed. Sounds like you've moved things forward and got all the right people together. Keep up the pressure, though, don't let them off the hook if there are still things you feel need to be sharpened up .
Hope all goes well.
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