101 ways to job craft for 2024
101 examples of job crafting
People curious about job crafting often ask for examples of how others have crafted their jobs. Job crafting, for anyone that doesn’t know is making small tweaks and changes to a job to make it a better fit for the individual.
Part of the work and research we do in job crafting is to uncover and share job crafting examples from ‘in the wild.’
Here are 101 examples of some of the weird and wonderful ways people have personalised, shaped and crafted their jobs.
All of these examples are based on a person’s own context so some of this may not apply or be relevant to your personal and professional circumstances. See this list as a source of inspiration rather than a source of ideas to copy…
Task Crafting
Task crafting is tangibly changing aspects of how we undertake our work including designing, adding or removing tasks.
Examples:
Protect the first 30 minutes of the day to focus on specific tasks
Only respond to emails between 9am-11am or 4pm-5pm
Do the hardest task first thing when energy is at its highest
Experiment with voice-to-text software for faster email, report and content writing
Do admin on a Friday when the mood is more positive
Limit non-essential meetings
Use the pomodoro method for time management [look it up!]
Record voice notes for colleagues
Delegate or swap tasks that aren’t enjoyable or don’t play to strengths
Say no to requests that don’t align with the purpose of the role
Find ways to channel a strength e.g. creativity into everyday work
Strategically structure the work day
Experiment with tools like Slack or Teams for effective comms
Ask to start a workplace Team group for those who enjoy more social time
Call a colleague rather than email
Work collaboratively using Google Docs instead of Microsoft Word
Hire someone to do specific and expert tasks e.g. finances
Get involved in more client facing meetings
Schedule all meetings for the afternoons to keep morning free
Shorten all meetings by 10 minutes
Skill Crafting
Skill crafting is developing, refining and focusing on new skills.
Examples:
Shadow a colleague doing a specific task
Say yes to a scary project
Learn a new skill or piece of knowledge
Take a course or programme on an area you want to improve
Attend a lunchtime webinar
Ask for help on a difficult subject
Watch YouTube videos to improve a skill
Ask for constructive feedback
Find an opportunity to speak to a group (e.g. to enhance public speaking skills)
Organise team social events (e.g. to utilise planning skills)
Experiment with different meeting styles
Set a goal of writing 5 blogs each quarter
Listen to a podcast related to work on the commute
Delegate 15 minutes before work to focus on a new/current skill
Each team member shares something new they’ve read / learned each week
Ask to gain experience one day a week in a different team
Experiment with a new digital tool (e.g. to get better at presentation design)
Follow a top tips page on a specific topic on social media
Enquire about arranging a lunch and learn for colleagues
Set a goal to learn 5 new things about a topic
Purpose Crafting
Purpose crafting is reframing how we think about our work. in general including the value and significance it brings to us personally and others.
Re-frame the importance and value of tasks you enjoy less (e.g. doing finances shows your care for the business)
Make a daily list of the best interactions with customers / clients
Volunteer for projects that you find meaningful
Write a blog post about what you love about your work
Share your passions at work (e.g. start a running club)
Attend a conference on a subject you are passionate about
Become an advocate or champion for something you care about (e.g. inclusion, sustainability)
Survey service users to better understand their needs and how your work can add value
Volunteer to support new starter induction events
Get involved in client facing calls to understand the impact of your work
Learn more about the people your role is helping
Explore the impact of your role on the wider organisation
Reflect each day on the person that you have helped the most
Write down the purpose of your role before every work shift
Say no to tasks that don’t align with your role purpose
Ask for feedback on projects (to see how you have made an impact)
Create a petition for a recycling bin at work
Reframe work travel as an opportunity to explore new places
Meet with customers of projects you have delivered in the past
Create a case study for every new piece of work and share this externally
Relationship crafting
Relationship crafting is shaping how we relate and engage with others, including building and adapting our relationship with co-workers.
Examples:
Write thank you notes to colleagues at the end of each week to express gratitude
Pop into someone else’s office to see how they’re doing
Start a breakfast club
Organise a team away day
Schedule informal 1:1 check-ins to compliment more formal 1:1s
Set up a random coffee scheme that pairs colleagues from across the organisation to meet for coffee
Allow time for informal “chit chat” before meetings
Spend less time with people that can drain your energy levels
Grab lunch with a colleague from a different team once a month
Start a book club
Offer to mentor a new colleague
Ask someone about their passions outside of work
Chat to someone about something non-work related
Seek support to address a negative relationship
Recognise and praise a colleague when you see it
Walk to the coffee shop together as a team
Make connections with clients to foster a relationship
Set a goal to learn something new about each team member
Arrange to catch up with a new starter
Connect with someone from a different team
Wellbeing crafting
Wellbeing crafting is boosting our physical and mental health through the work we do.
Example:
Go for a 15 minute walk at lunchtime
Mindful walking up and down the corridors to collect patients
Switch your phone and email notifications off in the evenings
Arrange walking meetings
Watch 10 minutes of Netflix at lunch time to switch off
Have a coffee break in the garden
Yoga before work
Introduce a ‘fake’ commute to help start and end the day
Use a standing desk
Say no to non-critical work requests
Get into a routine of leaving work on time (e.g. leave the office with a buddy)
Take a tactical nap
Bring nutritious snacks to work
Ensure you take regular breaks
Cycle/run to work
Try having one day a week that is meeting free
Treat yourself to a lie in once a week - start and finish later that day
Take the stairs instead of the lift
Listen to music whilst working on a project
Get away from the desk at lunch time
Job crafting example number 101:
Write down 3 good things at the end of the work day.
Can you guess which type of job crafting this is? 5 gold stars if you can!
We hope that you found these examples inspiring and that you can try out job crafting for yourself.
For more information on job crafting please click here or email us if you fancy a chat at hello@tailoredthinking.co.uk
Happy crafting!
Using job crafting to shape my career
Michelle Reid, People and Operations Director at IOM (job crafting model).
Michelle Reid, People and Operation’s Director at IOM will be sharing her experiences of job crafting and how it has helped her shape her career. Michelle has a successful history in implementing, leading, and optimising multi-level business & HR practices.
Michelle was recently listed in the HR Most Influential List 2022.
I started my role as HR Manager at IOM 5 years ago. The purpose of our organisation is to improve the health of people in their workplace and in the wider environment.
When I joined the company, what they thought they wanted wasn’t actually needed. As a result, my role now is completely different and I have used job crafting to shape it in a significant number of ways. FYI job crafting is making small, tangible changes to your job to make it more meaningful, engaging and a better fit for you as an individual.
Job crafting for me is very much aligned to my purpose. My purpose is to unlock the value of people to unleash commercial success. If there are tasks on my to-do list that don’t align with my purpose then I’ll ditch them in favour of investing my time into tasks that do.
In this blog I wanted to share with you some job crafting examples, including the 5 different ways I have crafted my job.
The 5 types of job crafting
Task crafting
At IOM, I have full responsibility for the HR function end to end, so I have to think cleverly about the tasks that I do. The way I task craft is by thinking about the tasks I enjoy doing, those I don’t enjoy doing, and how I can delegate tasks to people who may have an interest in some of my tasks (this takes the pressure off me).
A great exercise to kick start task crafting is the love and loathe exercise.
Relationship crafting
Relationship crafting is about understanding people and the relationships we have with them
When I first joined IOM the first thing I did was walk around and talk to every single person. This wasn’t with the aim of understanding what people did in their roles, but to understand how they felt about working for IOM and what they liked and disliked about the organisation. I also asked them what they would change if it was their business and what they thought was standing in their way.
This enabled me to think about where I needed to apply my skills and knowledge to help drive improvements for them. So my relationships were at the heart of that. I have become a relationship chameleon, adapting my relationships and crafting my approaches to different people and circumstances.
Purpose crafting
Purpose crafting is the one I find harder than anything else.
Subconsciously, I knew my purpose deep down. But it is only in the last 2 years that I came to this realisation and I have written it down in front of me in my diary ever since. As soon as people are connected to their purpose, the physical tasks they do, the relationships they have the skills they hold and how they feel, everything becomes aligned. They move to a growth mindset rather than a fixed mindset. They are not wedded by their job descriptions, titles or how they have always done things, they begin to think “why am I doing this, can this be done better, what more can I do or bring?”
Skill crafting
I find skill crafting the easiest because I’m so nosey!
I know I don’t know everything so I’m always consciously trying to learn lots of new things. So if there is something I’m curious about I just go and find it out. Google is my best friend! I’m constantly building new skills all of the time with less of a reliance on going to a course, skills are things that are crafted and learned in lots of different new ways including great conversations with others who are in the know. Skills sharing is brilliant and builds the feeling of reciprocation and value.
Wellbeing crafting
In regards to other people's wellbeing I’d say I’m great. In regards to my own… not so good.
A recent example involves an employee whose job is a combination of both physical and mental activities. Therefore they typically experience an energy dip mid-week. One of the ways they boost their energy is cycling, but they usually have to wait until the weekend to do this. I told him to take a few hours midweek to go cycling! He has now seen an increase in his energy, productivity and motivation, a no brainer for the business and for him.
Areas I want to improve in job crafting
Job crafting is something I do without thinking. However, one area I know I need to improve on is wellbeing crafting. When I’m feeling tired or drained, exercise is the first thing to go. It’s something that fills my tank, yet the thought of cardio puts me off all together. Even though I know it does wonders for my mental and physical health.
However, I have got into the routine of going to Zumba twice a week and I attend two external networking groups every Friday. Both of these activities boost my energy and productivity and make me feel good - win, win all round!
You can learn more about job crafting here, you can also connect with Michelle on LinkedIn if you would like to ask her any questions or have a chat.
The reality of job crafting as a founder
“People always think it is easy as a founder to job craft. On paper you have almost total freedom and flexibility in how you do your job. The reality, for me at least, often feels very different.”
Despite the work I do, the research I read and share, and the amazing people I get to learn from, I personally have not mastered the perfect balance at work.
Whilst I still aspire to have better work life integration, I have found job crafting as a practice is critical to me remaining buoyant, focussed and perhaps most importantly energised and excited by the work I do.
People always think it is easy as a founder to job craft. On paper you have almost total freedom and flexibility in how you do your job. The reality, for me at least (and many other founders I know), often feels very different.
As a founder or director, the opportunity to personalise your work is perhaps always available in theory, but in the midst of day-to-day working on, and in, the business it can feel hard to find the space and focus to craft your work .
Despite the challenges of finding time and energy to job craft, I do actively and deliberately find and create opportunities to iterate, improve and experiment with how I do my job.
Job crafting fundamentally helps me allocate the energy and focus to the areas of (my messy) work and life that need it and matter to me.
How I job craft
Building on the (fabulous) blogs from Chloe, Charlotte and Carly, here are some small ways that I apply job crafting to my job and practice what I preach when it comes to shaping how we act, interact and think about our work.
Task crafting
I regularly try to tinker and change how I do tasks and allocate my time. A recent task crafting experiment - inspired by Charlotte - was to dictate rather than write elements of this blog. And whilst I’ve found this awkward and clumsy it’s also been freeing and fun to approach a specific task in a new and novel way. This experiment has encouraged me to think about other ways I might find for dictation and it is definitely something I’m committing to exploring further.
Skill crafting
I feel fortunate that I feel I am constantly learning in my role (although at times I crave a bit of stability); there are always new ideas to explore, people to learn from and skills and knowledge to develop.
From a work perspective I always strive to have at least one work project that stretches me and the team to learn and try new things or new approaches to existing issues.
As we look to develop the Job Canvas, a way that I am deliberately learning is my knowledge around the world of SAAS (software as a service) and how to build and market new products. I’m listening to lots of podcasts, speaking to people in the industry and reading lots of blogs.
Relationship crafting
Relationships inside and outside of Tailored Thinking are core and fundamental to everything that we do. We work with, and for, people.
I try not to take any relationship for granted and find ways to shape, improve and amplify the connections I have with others.
Aside from colleagues and clients, I actively create and make time to informally connect and speak with people who are doing interesting things related to making work better to share and spark ideas, offer help and support, collaborate and / or just chat.
I try to pencil these types of meeting in on a quarterly recurring basis which means that we are not scratching around at the last minute to find time in our diaries (I hate diary management), that we forget to reconnect when we are busy doing other things.
They’re informal, unstructured and are always positive. I often come away from them feeling energised and excited – this might be about something they are doing - or having discussed and explored a new idea.
Purpose crafting
I’m always surprised by the power of cognitive or purpose crafting. Simply changing how we think about a work activity can fundamentally shape how we engage with it. Remembering why you are doing something, and why it matters to you, can be instrumental in pushing forward with an activity when motivation or inspiration is in scant supply.
Along with diary management, another area of work that I never look forward to or enjoy relates to doing expenses and reviewing the finances of the business. Last year I started to think about how I could look at, and approach these tasks differently.
I started to think of finance tasks as ‘work weeds’ related to the general gardening required of growing a business. I recognised that most gardeners don’t look forward to weeding but they know it is a key and important part of having a thriving and blooming garden.
So now, when it comes to doing my expenses and finances I think about this as a way of showing care and compassion for the business rather than a transactional activity.
If I’m honest, this change in my mindset isn’t enough to spark joy and excitement when I log into Quickbooks or download the latest financial report, but it has shifted how I view these activities and I find myself dealing with them more regularly and thoroughly rather than simply putting them off.
Being diligent about my finances is a way of caring and being considerate for the business and is ultimately in the service of the team, our clients and partners, and the people we support.
Wellbeing crafting
I find watching films and TV a real escape but I often struggle to create the time to do this. Whilst I used to think it was sacrilege to not watch films and TV programmes in one sitting, I’ve started to ‘snack’ on films during my lunch break.
It feels really indulgent (I need to get out more) to watch a 15 or 20 minutes of film or TV programme whilst I am eating my lunch and it enables me to completely switch off. In the past couple of months I’ve made my way through a rewatch of Point Break (still a classic) and the first season of Severed (brilliant and mind-bending).
Another way I have wellbeing crafted relates to giving myself permission to run during ‘office hours’ as I know categorically and unequivocally that I will be a better worker, thinker, collaborator, husband and dad after I have exercised.
Job crafting failures
Whilst I’ve shared some ideas of how I have successfully job crafted, it’s important to recognise that job crafting is an experiment, and that experiments don’t always work. Some notable failures I’ve had when it comes to job crafting include:
Keeping Fridays free from meetings (I found that I for lots of practical reasons struggled to keep this day completely free)
Resolving never doing work in the evenings or at weekends (I found this absolute approach unworkable and ultimately increased my levels of anxiety - I now have looser boundaries)
Having check-in meetings with colleagues first thing in the morning before I do anything else (I find that to give the team my full attention it is more helpful for me to have settled in for 30 minutes or so by planning my day and scanning emails and messages)
Going to the gym at lunch (I struggled to commit the time to do this - I still aspire to do this but need to approach this in a different way – any advice welcome).
Finding the light
When it comes to my personal job crafting, I don’t do anything different from what we advocate to others. Starting small, with curiosity and commitment is all you need.
Making a small change to how I do my work can make me feel more in control of my day.
As founder, when you feel overwhelmed or overstretched it’s often hard to see a way through. And for me job crafting is like the smallest chink of light coming through in an otherwise blacked out room. It allows me to reorientate and refocus on the things that matter to me and hopefully allows us a team to do the work that matters to others.
The author of this blog, Rob Baker is founder and Chief Positive Deviant at Tailored Thinking. Rob is a chartered fellow of both the CIPD and the Australian HR Institute and has a first class Masters in Applied Positive Psychology from the University of Melbourne. He is passionate about making work better and making better work.
Job Crafting: How I’ve made my job more me
Charlotte’s job crafting model
“Four months into my role I’m pleasantly surprised at how much I have already personalised my job. ”
I began my journey at Tailored Thinking as a Lead People Scientist. Having realised I’d (unknowingly) crafted every job I’ve ever had, I was keen to understand how I could be more deliberate with it.
(Job crafting is making small and tangible changes to your job to make it a better fit for you).
Sharing my experiences
Four months into my role I’m pleasantly surprised at how much I have already personalised my job. Much of this is due to the freedom and autonomy Tailored Thinking encourages and enables (how could we not?)
Similar to Chloe (my fellow team member), I grouped my experience against the 5 main ways that we find people tend to job craft.
Five ways I’ve crafted my job:
1. Purpose crafting
Charlotte working on the flipchart
What is it? Purpose crafting is reframing how we think about our work in general, including the value and significance it brings to us personally and others.
How did I do it? Hearing stories from people who have made seemingly small and simple changes to their roles, but have seen huge impacts from it, reminds me of the power of job crafting and its potential to genuinely improve working lives. Speaking to people about their job crafting experiences is my go-to if I'm ever wondering how my role adds value to people’s working lives."
2. Task crafting
Notes
What is it? Task crafting is tangibly changing aspects of how we undertake our work including designing, adding or removing tasks.
How did I do it? People who know me well would describe me as super organised, and someone who makes plans happen. Naturally, I quickly adopted this role within the Tailored Thinking team. Those admin tasks that no-one ‘owns’ but someone needs to? That’s me! I’ve loved managing Trello boards, keeping projects on track, and writing proposals. We all have different strengths and interests and I look forward to taking on more responsibility for the finance and data sides of Tailored Thinking (you’re welcome Chloe!) as my role develops.
3. Skill crafting
Yes sign
What is it? Skill crafting is developing, refining and focusing on new skills.
How did I do it? I’m a believer in saying yes to the stuff that scares me - whether that be figuring out the technicalities of delivering large group facilitation online, or getting more comfortable speaking in public. I don’t always say yes immediately, but I know how much I have developed during my career through stretching myself, and trust that that will continue when I embrace opportunities to be vulnerable.
I’ve recently been delivering presentations on new topics and have just recorded a podcast, which I’m pretty proud of.
4. Wellbeing crafting
Charlotte’s Google calendar (not available)
What is it? Wellbeing crafting is boosting our physical and mental health through the work we do.
How did I do it? This is the area I’ve probably done most crafting. For example, most days I block out time for lunch to allow a proper break and eat proper food (not just the beige stuff). I always set an out of office for when I’m not working, which takes away any pressure to be working / responding, and also automatically declines invitations in my calendar - saving me the job of saying no to people. As a 4-day week employer, I also dedicate my non-working day to self-care (you can read more about that here).
5. Relationship crafting
Chloe and Charlotte chatting
What is it? Relationship crafting is shaping how we relate and engage with others, including building and adapting our relationship with co-workers.
How did I do it? I think it’s really important to allow time for getting to know colleagues, especially in a remote world (but more generally too). Since joining the team I’ve actively tried to make time to collaborate with colleagues, as well as allowing space at the beginning of meetings for chit chat. Some days, connecting with lots of people can be energy depleting, so I try to keep one day a week meeting free. This allows me to indulge my introvert side, and also serves as uninterrupted focus time for larger pieces of work.
If you want to start crafting your job my advice would be:
Select an area of job crafting to focus on (1 of the 5 described above).
Think about parts of your role that you would like to start doing, stop doing or change. It doesn’t have to be additional work but doing more of the stuff you like or reframing how you approach parts of your role.
Treat it as an experiment - it’s OK if it doesn’t go how you expected the first time (we often see unintended benefits too).
Start small - it doesn’t have to be massive, just something that will improve your job by just 1% and can take less than 1 hour per week.
Charlotte is the lead people scientist at Tailored Thinking and is passionate about making work better for everyone. Charlotte has a first class masters degree in Occupational Psychology and enjoys understanding what meaningful work looks like and feels like for different people.
How to create a sticky workplace
It shouldn’t take a global health crisis for us to realise what really matters to us in life, but one side effect of the COVID-19 pandemic is that many people have reassessed their priorities. Health scares, bereavement and grief, working harder than ever before or being furloughed for months on end, sitting in isolation staring at the same four walls…all of these pressures have contributed to what the media has coined ‘The Great Resignation’.
It may be overhyped – a degree of churn was always likely after the artificially low turnover rates of 2020 – but many HR leaders agree more people are on the move, top talent can take their pick of offers, and it is becoming harder to fill vacancies.
According to research by Randstad UK, conducted at the end of 2021, 69% of UK employees said they felt confident to move jobs in the next couple of months, while a quarter said they planned to move in the next three to six months (compared to 11% in an average year). Given the ambitious growth and recovery plans of many organisations, it’s enough to make any manager's heart sink.
So how can people professionals tackle this challenge? How can they retain and attract the people they need to deliver? The answer lies in creating a sticky workplace. That doesn’t mean neglecting to clean the floors for a few weeks. Rather it’s about creating an environment that people don’t want to leave; one that attracts new talent like a magnet.
Such an environment is one that offers a sense of autonomy, a degree of flexibility around how (and if possible) when and where work gets done, a strengths-based approach to performance and plenty of opportunities for personal and professional growth.
Encouraging and enabling job crafting is one compelling way of providing all of the above. It allows people to shape their job around their strengths and passions, making it a better fit for them as individuals. Research shows job crafting has a positive effect on motivation, job satisfaction, wellbeing, perceptions of meaning and purpose at work and – subsequently – performance.
Here are five ways taking a more personalised approach to work can help you attract and retain great people:
Finding purpose & meaning
With the pandemic forcing a re-evaluation of what matters, purpose is more important than ever. Research from Hays recently found 62% of people would take a pay cut for a job with more purpose. Allowing people to craft their role around what matters to them can help boost an individual’s overall sense of meaning and purpose around their contribution within an organisation.
Centering wellbeing
Studies have found a positive correlation between job crafting and wellbeing. With work a driver of stress for many – the CIPD states one in four workers cite work as having a negative impact on their mental health – wellbeing has become a source of competitive advantage. While thinking about physical and mental health is critical, taking a holistic approach to wellbeing means understanding that job design can help people thrive in the fullest sense.
Playing to strengths
We all have unique strengths, things we are naturally great at and qualities we feel energised by using. Gallup has found people who are given the opportunity to use their strengths at work are more engaged, more productive, less likely to quit and report having a higher quality of life. Encouraging people to play to their strengths creates a positive working culture that retains talent, as well as boosting organisational performance.
Powering progression
There exists no shortage of surveys showing that a lack of development opportunities is a top cited reason for people quitting. According to Right Management, 60% of employees would be more loyal if their developmental needs were being fulfilled by their employer. Job crafting stimulates growth and development on both a personal and professional level and has been positively linked with skills and knowledge development and career progression.
Prioritising relationships
Organisations are made up of diverse individuals and positive relationships can drive businesses. Collaboration is often a core value and desired behaviour, but the enforced isolation of the last two years has left some leaders worried about weakened connections. Relationship crafting is one dimension of job crafting and encouraging people to invest in their work relationships can help strengthen a sense of connection to the organisation, creating emotional ties and boosting retention.
We live in the era of increasing personalisation. People expect a consumer grade experience in every area of their lives. Work is no different. Embracing some of the principles of job crafting can help create the kind of positive working environments and experience that so many are now searching for.
Are you still thinking like Henry Ford?
“Any customer can have a car painted in any colour that he wants as long as it is black?”
Do you know who said this?
Many of us may recognise this as a quote which attributed to Henry Ford, the founder of the Ford Motor company.
Ford made this comment in relation to the Model T car in 1909. Despite lobbying from his sales and design team, Ford was adamant that his company should save costs and leverage efficiencies by only offering one type of chassis and one colour of car. And that colour was black.
In his autobiography, Ford stated that his rational was that 95 per cent of potential car purchasers were not interested in the colour of their car and that they should be focusing on these consumers rather than the 5 per cent – labelled by Ford as the ‘special customers’ – who were potentially interested in a more distinctive look.
There is no denying that Henry Ford’s approach was successful; when the final Model T ran off the production line on 25 May 1927, over 15 million cars had been produced. Whilst it is difficult to challenge the success of Henry Ford’s original thinking, it’s certainly fair to say that the one-size-fits-all approach is not shared by modern car manufacturers and does not remain at Ford today.
In the past, car manufacturers and designers approached heterogeneity and diversity amongst their customers as a problem or business challenge to overcome.
Over time this mindset has shifted and manufacturers are increasingly recognising that responding to and tapping into individual preferences is a source of competitive advantage.
People who want a wider range of purchasing and personalization options are no longer thought of as demanding. To encourage and enable people to choose the options for their cars, showrooms can now be thought of almost as personalization centres set up to create a customized car-buying and driving experience.
As well as being able to see and drive test and show cars, some showrooms now offer people the opportunity to use immersive technology to configure their cars. Having put on a virtual reality (VR) headset, customers of Volkswagen, Audi, Tesla and Toyota are now able to see, feel and hear what their final car will look like.7 Using augmented reality (AR) it’s now possible for customers to use their smartphone or tablet to project what their car will look like sitting on the driveway of their house.Why work should come in any colour
Why work should come in any colour
Unfortunately many organisations, leaders and managers view work, people, jobs and employee with the same eyes and dogma as Henry Ford.
They see difference and diversity as a threat to productivity and effectiveness. They tend to box people in rather than setting them free.
HR is often complicit in this too. We design detailed job descriptions which tend to tether people into fixed ways of working rather than trusting them to shape their roles (we’ve created an alternative to job descriptions). And we often subject requests to change or alter aspects of a job to formal scrutiny to determine whether or not they are ‘reasonable.’
In reality research overwhelmingly shows that when people are trusted to shape their work, they do so in a positive and constructive way. And in ways that benefit their colleagues and customers too.
A diverse range of organisations including Virgin Money, Logitech, Widerøe Airlines and Connect Health have all reported benefits from enabling and encouraging job crafting as a practice and creating a more personalized people experience through applying concepts such as job crafting.
It’s time to bring this personal touch to work.
Allowing people to personalise their roles, brings reality to the rhetoric that organisations want people to bring their whole and best selves to work. Rather than treating employees’ diverse strengths, passions and experiences as a threat to be controlled, genuinely people-focussed organisations can use this as a source of competitive advantage.
Not only does evidence suggest clear business benefits of creating a more inclusive and human approach to working, it is just fundamentally and morally the right thing to do. Afterall, work should not just be black. It should come in any colour.
If you are curious about exploring these ideas further you might ask yourself:
Does your organisation genuinely treat diversity and difference amongst people as a threat or an opportunity?
Are people able to personalise their experiences as work? It this open to all, or to use Ford’s analogy only ‘special employee’ such as those in management
Do you create job descriptions and role profiles that limit rather than unlock the potential of colleagues?
If you want to explore these questions further get in touch. You might also find the following resources useful.
The Job Canvas: A digital upgrade to the job description. Developed to support modern, flexible working practices.
Job Crafting: A concept that enables people to personalise their work and align their strengths and skillset to their job.
