No, you're not hired to do a job

It's probably one of the greatest work-related myths out there - the idea that we're hired to "do a job"

Contrary to popular belief, we're not recruited to perform tasks – we're hired to solve one or several problems. There are several reasons why it’s important to understand the difference – especially if you want to make a career.

A Broader Perspective

When we think we're hired to do a job, we tend to focus on our ability to perform certain tasks. Take a bus driver, for example. Their task is to get passengers from one stop to another on time. However, our perspective widens when we understand that we're hired to solve problems. Being a bus driver no longer just means transporting people, but ensuring that passengers reach their destinations safely, comfortably, and on time. It's not only a shift in focus but in mindset. Understanding that we're hired to solve problems helps us move from passive task-executors to proactive problem-solvers.

Behaviors and Attitudes

If we believe we're hired to do a job, we'll judge our performance based solely on how well we perform our tasks. How we behave or interact with others becomes less important. I've found this to be a common source of conflict between employees and managers. The former believe they've done a good job by completing their tasks, while the latter judge the employee's overall ability to solve problems for the company or organization. For instance, it's not uncommon to hear managers complain about employees who are good at their jobs but have behaviors or attitudes that stir up conflicts or negativity within their team or company. These people may be "doing their job," but what good is an employee who solves one problem but generates another? Problem-solvers, on the other hand, generally focus on how their work affects others and aim to make a positive contribution to the whole organization.

“What good is an employee who solves one problem but generates another?”

Improve your career

Considering the above, problem-solvers tend to be appreciated by both co-workers and managers. Whenever challenges arise, they're the ones called upon to help. In my experience, these individuals are also more likely to make a career.

If you want to adopt a more problem-solving approach at work, here are three clear actions you can take:

1.? Ask yourself what problems your tasks are meant to solve. Then focus on solving these problems effectively and efficiently.

2.? Collaborate with those around you, even those you may not personally like. Remember, there's a difference between liking people and collaborating with them professionally.

3.? Try to see the bigger picture. Are there other workplace-related problems you can solve? Are you unknowingly creating a problem for someone else? If so, how can you change that?

Conclusion

Remember, we're hired to solve problems, not create them. By shifting our perspective from task completion to problem-solving, we can significantly enhance our value in the workplace and boost our career prospects.

If you find that your efforts to solve problems are misunderstood or unappreciated, it might be time to consider a change. Working in an environment that doesn't value problem-solving will benefit neither you nor the organization.

So, take a moment to reflect on your current approach to work. Are you merely doing a job, or are you actively solving problems? Share your thoughts and experiences in the comments below – your insights might just help someone else transform their professional mindset!