Have You Heard of Job Crafting? It’s Impacting Your Employees’ Wellbeing and You May Not Even Know It.
In addition to making great products or offering a superior service, most employers want to excite disengaged workers, attract top talent and retain those employees who are happy and productive on the job. Job crafting, when employees create a more positive and purposeful job experience within their current position, is gaining momentum as a successful technique to assist employers and employees alike.
According to Gallup’s five pillars of wellbeing including purpose, social, financial, community and physical wellbeing, purpose, is cited as the key indicator of an employee’s overall sense of wellbeing. A sense of purpose is defined as liking what you do every day and feeling that it matters.
For many, a sense of purpose is found through their job, but for some, it can be more challenging to find, which is where job crafting comes in. Job crafting can be a no-cost or considerably inexpensive way to help employees feel a sense of purpose, boost engagement and make work more enjoyable. As a business solution, this impacts employee retention, culture and morale.
What’s in It for the Employer?
Job crafting has real business implications. Job crafting influences how employees perform their job, which tasks they complete, and the interaction in work relationships, which in turn impacts both individual and organizational performance. A recent study published in BMC Psychology examined outcomes that led to improved levels of work engagement, reduced stress, and an increase in job crafting behavior. The cost of disengagement, according to Forbes magazine, costs organizations between $450 and $550 billion annually due to massive losses of productivity.
Employee engagement and wellbeing are highly correlated so improving one, impacts the other. Many benefits are tied to improved engagement including resiliency, loyalty to employer, reduced absenteeism, and companies with highly engaged workforces outperform their peers by 147 percent in earnings per share.
What Does Job Crafting Look Like in the Workplace?
Job crafting happens all the time, both formally and informally. It occurs when employees change the nature of their job and make the job more enjoyable, customizing their day-to-day experience to focus on their strengths, passions and motives. It can mean adding new tasks that the employee enjoys, becoming involved in a team or event, or working to understand the impact of their role within the company. There are many ways to explore job crafting with your employees, and you can incorporate certain exercises as part of a management training or employee seminar. Surveys such as the Via 24 can identify character strengths and values and can help employees clearly define how those are connected to their jobs. To effectively manage job crafting, it needs to align with both the employee and the company’s goals. For successful job crafting, all seniority levels of the organization need to support and embrace the practice.
Are You Looking to Educate Employees on Job Crafting?
When considering incorporating job crafting, be sure to address the following three aspects with employees:
- Task: Making the day-to-day experience purposeful by incorporating tasks or adjust how tasks are performed to focus on strengths and areas of enjoyment, within the current job description.
- Relational: Focusing on interpersonal relationships with co-workers and cross-team exposure.
- Cognitive:Expanding their view of their role in the company.
Allow for open dialogue when introducing the idea. Offer examples of job crafting can help others develop a clear understanding of how it functions. Check out the three examples included below as a helpful starting point:
- A hospital organization empowers a maintenance team to expand on relationships with patients or hospital visitors. The team’s formal job description may not include customer service, but they now have an expanded role as a vital part of the patient experience.
- An insurance claims agent shapes their perspective related to their role to be “someone who helps individuals in times of need” versus “someone who processes claims,” and finds purpose and pride in being a client “superhero.”
- A manager who expands her role and finds additional purpose by visualizing herself as a “career mentor” shaping the "next generation of company leaders” to newer employees, versus simply a “boss.”
The simple but profound truth is that when our jobs give us the opportunity to do more of the kinds of things that satisfy our key motivations, we are going to be happier and more engaged in our work.
— Chester Elton, author and leadership trainer
For more information about how your organization can be intentional with incorporating job crafting into your overall strategy, contact your OneDigital representative.