The ‘Not My Job’ Roadblock
READ TIME - 5 MINUTES
Asha poked her head into the meeting room, her arms full of printed handouts. “Hey, can someone help set up for the training session?”
Martin barely glanced up from his laptop. “Sorry, Asha. My calendar’s back-to-back. Besides, isn’t that more of the change team’s thing?”
Asha stifled a sigh. “It’s actually everyone’s thing, Martin. The new system’s going live next week.”
Martin shrugged, flicking to his next meeting. “Yeah, but I’m just here to keep the lights on. You lot are the change experts.”
Asha rolled her eyes and muttered under her breath, “Classic. If it’s not in the job description, it’s invisible.”
Why “Not My Job” Pops Up (and Why It Matters)
If you’ve ever tried to get a change off the ground, you’ve almost certainly run into the “not my job” roadblock.
People are busy, bandwidth is tight, and when something new lands, it’s all too easy for team members to sidestep responsibility.
This roadblock shows up even more in organisations with toxic cultures where fear is the norm, when people are even less likely to take initiative, help out or try something new.
But you know, I know it: successful change doesn’t stick when it’s seen as “someone else’s problem.”
If people don’t see themselves in the story, they’ll never step up to play their part.
That’s why breaking down this roadblock is one of the most important (and underrated) skills in change.
The Micro-Ownership Invitation
What it is:
A practical way to help people see how small actions (right inside their own role!) can make a real difference to the change.
It’s about inviting, not forcing, and making ownership feel bite-sized and achievable.
Why it works:
When people see how change connects to their day-to-day (and that it won’t swallow them whole), they’re far more likely to lean in.
Micro-ownership helps everyone play a part without feeling like they’ve just inherited a second job.
How to do it:
1. Spot the “invisible” change actions
Look for those little moments where someone’s input, feedback, or support could move things forward: like sharing a tip in a team chat, flagging a bug, or helping a colleague try something new.
2. Make it personal and specific
Instead of, “Can everyone help with the rollout?” try, “Martin, could you share your screen in the next team meeting to show how you’re using the new dashboard?” or “Jess, would you be up for using this link to submit your leave and letting us know if anything’s weird as you go through the process?”
3. Celebrate micro-contributions
Call out and thank people for the small stuff. “Shout out to Pooja for spotting that glitch!” or “Thanks, Sam, for giving the new workflow a go. Legend.”
Recognition makes micro-ownership contagious.
4. Frame it as a win-win
Remind folks that these small actions not only help the project, but they also make everyone’s life (including their own) easier in the long run.
“The sooner we iron out the kinks, the sooner we can all stop talking about this bloody rollout!”
Pro tip: If you’re getting resistance, try asking: “What’s one tiny thing you’d be willing to do this week to help us get this over the line?” Even the smallest ‘yes’ is a foot in the door.
The Bottom Line
Change isn’t someone else’s job; it’s everyone’s.
By inviting people to own just a sliver of the work, you create momentum, shared pride, and way less eye-rolling.
Micro-ownership: small ask, big impact.
That’s it for this week.
Next week, we're sharing our take on how to deliver bad news without losing trust.
Don’t miss it!
See you then,
Team EVER
PS: Someone pass this on to you?
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