Job crafting reverses the traditional job role definition process, encouraging an active role for the worker.
This empowers candidates, even from the recruitment stage, to participate in the creation of their job. This movement allows them to design and tailor their ideal job, strengthening their commitment to the company.
Moreover, job crafting helps prevent negative impacts on your team’s health, such as burnout. In this article, we will delve into its definition, dynamics, examples, and several compelling reasons to consider it in your HR (Human Resources) strategies.
What is Job Crafting?
Job crafting involves the proactive redesign of an employee’s role, flipping the traditional top-down approach to increase engagement with the company.
Its premise lies in transforming the job one has into the job one desires, fostering a dynamic of collaborative learning.
In practice, employees align their preferences, expectations, and motivations with their responsibilities.
This process is equally valuable in the personnel selection process, where the candidate can participate in defining their role and responsibilities from the very beginning, enhancing their employee experience.
According to the resources and demands model by researchers Wrzesniewski and Dutton, aligning resources and demands is crucial for improving employee engagement.
Both factors are involved in job performance and help prevent negative impacts on individuals’ health and motivation.
Task crafting: is it the same?
Task crafting, similarly to job crafting, involves employees taking an active role in reshaping their tasks and responsibilities within their existing job roles.
While job crafting focuses on the broader aspects of one’s job, such as the overall role and responsibilities, task crafting specifically targets the individual tasks and activities that make up their work.
Task crafting is a subset of job crafting and centers on making adjustments to the specific activities, projects, and assignments that an employee is responsible for.
It allows employees to modify how they approach and execute their tasks, often with the aim of aligning their work more closely with their skills, interests, and personal preferences.
What motivates employees?
Based on the above, job crafting theory suggests that individual employee motivations to drive changes in their job can vary:
- Actively managing their performance.
- Building a positive image of themselves within the organization.
- Connecting with colleagues or other teams.
As complementary research by scholars like Tim and Bakker suggests, these elements must be related to each worker’s personal needs and abilities to enhance their commitment.
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Dynamics for implementing Job Crafting in your company
Considering the various theories surrounding job crafting, the following dynamics can help you implement it in your company:
- Increase resources for your employees through customized training programs, emphasizing the emotional aspect of your employees and boosting their self-esteem.
- Introduce challenges in job roles to balance repetitive tasks, which, though necessary, can demotivate employees and lead to depressive states.
- Reduce high-demand requirements that can be counterproductive and lead to burnout syndrome in your employees.
- Decrease hindering demands through training and aligning objectives with a SMART approach (Specific, Measurable, Achievable, Relevant, and Time-bound).
Job crafting examples
Employee-initiated changes through job crafting occur at three levels:
Physical or Functional Crafting
These pertain to the type or quantity of tasks an employee undertakes and are known as Physical Crafting. Employees may request taking on new responsibilities to escape the monotony of repetitive actions or acquire new skills and competencies through training or coaching.
These involve changes in the way employees perceive their work and are linked to satisfaction, motivation, and self-esteem.
For example, a major publishing company may not only capture, edit, and market books but also create reading clubs for children with learning difficulties, which shifts the mechanical perspective of certain jobs.
Interpersonal or Relational Crafting
This focuses on altering relationships. It may involve improving communication with colleagues through activities like debates, role-playing, or team-building exercises.
Reasons to implement job crafting in your company
By now, you’ve discovered the advantages of job crafting for your company, such as increased commitment and productivity.
However, these are not the only reasons to embrace this job redesign approach.
We complement these benefits with some lesser-known advantages:
- Facilitates talent evolution, making your company more competitive.
- Improves the work environment and reinforces the company’s mission and values.
- Creates a culture of constructive effort with satisfied teams offering their best.
- Promotes cross-functionality by equipping teams with strategic skills and competencies.
- Stimulates idea exchange, fueling innovation.
- Supports employee autonomy and critical thinking, enhancing their decision-making.
- Improves the health of your employees, preventing frustration, stress, anxiety, demotivation, and burnout.
- Boosts individual performance as employees feel fulfilled and supported by the company.
In summary, job crafting allows for personalized job roles that empower your human capital and enhance your company’s performance. Technology can be a significant ally in implementing it in your organization.
At Smowltech, we invite you to explore our customizable proctoring plans to create conducive environments for your employees’ development.
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