In-role and Extra role Behaviors

Have you ever wondered how to get the most out of your team? How to not only optimize regular tasks, but also encourage the extra contributions that really make a difference? The answer lies in the scientific concepts of in-role and extra role behaviors. In this blog, we dive deep into these important theories and show you how to apply them to increase your team's performance and engagement.

What are In-Role and Extra Role Behaviors?

In-role behaviors are the behaviors employees exhibit as part of their official job description. These are the standard expectations associated with their role and include the basic requirements needed to perform their duties effectively.

Extra role behaviors, on the other hand, go beyond the minimum requirements of a job. These behaviors are not strictly necessary, but contribute significantly to the success of the organization. They include, for example, voluntary involvement, taking initiative beyond regular responsibilities, and supporting colleagues in ways not directly covered in the job description.

Why are these Behaviors Important?

The science behind in-role and extra role behaviors offers crucial insights into how employees behave and perform. Research shows that when employees not only comply with their in-role behaviors, but also exhibit extra role behaviors, overall team performance improves and work culture is strengthened. Here are some key points on why these behaviors matter:

1. Increased engagement: Employees who engage in additional role behaviors often feel more connected to their work and organization.
2. Improved Team Dynamics: Supporting colleagues and showing initiative promotes a positive and collaborative work environment.
3. Higher Productivity: Employees who take extra steps to support their colleagues and the organization contribute to higher overall productivity.

In-role and Extra Role behaviors applied in the workplace

1. Initiative For Improvements: Encourage your team not only to perform their daily tasks, but also to proactively suggest improvements. This can range from suggesting more efficient work processes to developing new customer service strategies. By creating a culture where employees are encouraged to come up with improvement ideas, you strengthen their commitment and ability to innovate.
2. Support and Mentoring: Encourage employees not only to do their own work, but also to support and mentor colleagues. This can include mentoring new team members or sharing expertise beyond their own role. Developing a mentoring culture can lead to closer team dynamics and faster skill development within the team.
3. Active Participation in Company Activities: Encourage employees to participate in company initiatives, such as work groups, social events or company projects, that are not directly related to their jobs. This involvement can not only strengthen mutual relationships, but also contribute to a positive work culture and stronger organizational loyalty.

Understanding and applying these concepts can help you harness the full potential of your team. By encouraging employees to not only fulfill the basic requirements of their role, but also make additional contributions, you create an environment that fosters innovation, engagement and collaboration.

Want to know how to integrate these concepts into your organization? Contact WorkBoost for more information. Click here to reach us.