Job crafting: Will we design our own jobs in the future?

Who uses their cell phone with the factory settings? Or who wears pants that actually need to be shortened? In everyday life, we are constantly making adjustments to make our lives more pleasant. But at work, we stop personalizing, even though we lose a valuable resource in the process.

Everyone has different tasks to complete on a normal working day. While we pursue 70% of the to-dos full of drive and motivation, the other 30% frustrate us so much every day that we are reluctant to complete them or put them off. Especially when these tasks take up more and more of our time, the risk of dissatisfaction at work increases.

A contribution from Lisa Rätze

Crafting at work - What is job crafting?

Job crafting offers employees the opportunity to actively shape their work and adapt it to their personal needs, strengths and interests. This approach promotes individual job satisfaction and productivity by allowing employees to take responsibility for shaping their tasks, relationships and cognitive perceptions. The term "job crafting" was coined by Amy Wrzesniewski and Jane E. Dutton. Their work has shown that people can proactively change their work roles through job crafting in order to achieve a better fit between their individual strengths and the job requirements.

Research emphasizes the role of employees in job crafting as active creators of their working life. Through this method, they can positively influence their working environment and experiences, which leads to higher satisfaction and engagement (3).

Why should employers promote job crafting?

The decision to resign and leave the company is often the end result of a process in which the person has become increasingly unhappy and dissatisfied in their job. This development can only be uncovered if there is room for feedback, requests and questions. It is too often the case that teams or employees express their dissatisfaction and are then not given the chance to change anything. This is where jobcrafting can come in as a method that allows employees to become proactive players again and thus increase their commitment.

Companies that support job crafting benefit from motivated, creative and committed employees who identify more strongly with their tasks and the company. Studies show that job crafting increases employee satisfaction and reduces the turnover rate (2). In today's dynamic working world, which is characterized by rapid change and high demands, job crafting is becoming increasingly important. It offers a flexible and individualized solution to meet the challenges of modern working life, increase employee empowerment and at the same time improve employee well-being and performance (1).

Job crafting can be promoted by creating a culture of openness and flexibility. Managers should encourage employees to actively shape their work roles and offer support in the implementation of job crafting measures. Training and workshops can help to raise awareness of the benefits of job crafting and equip employees with the necessary tools. At the same time, external sparring partners, such as coaches, can also help people to find their individual levers and bring about change in their team or job.

How do you "craft" the right work?

The following examples illustrate how you can integrate the different types of job crafting into your working environment:

1. task crafting

Think about which tasks you would like to take on that are better suited to your strengths. Talk to your line manager about the possibility of integrating these tasks into your daily work routine. If certain tasks are affecting your productivity and motivation, check whether these tasks can be delegated or automated. Adjust the order or type of execution of your tasks. For example, you can divide complex tasks into smaller, manageable steps or schedule varied activities for the day to avoid monotonous routines.

2. relational crafting

Actively seek contact with colleagues from other departments or with different areas of expertise in order to benefit from their knowledge and gain new perspectives. Maintain regular and open communication with your team. Initiate joint lunches or team-building activities to strengthen trust and collaboration. Participate in internal or external events to expand your professional network and find potential supporters.

3. cognitive crafting

Try to emphasize the positive aspects of your job and reflect on what makes you happy about your work. Think about how your tasks contribute to the success of the company and what value they have for customers or society. Set personal and professional goals that motivate you and give you a sense of direction and purpose. Think about how your work fits in with your long-term career and life goals. 

Are you still working or are you already crafting?

Job crafting offers the unique opportunity to actively shape your own work and adapt it to your personal needs and strengths. It is regrettable that this opportunity is not already used much more frequently. By exerting a targeted influence on tasks and relationships in the working environment, not only satisfaction but also professional fulfillment can be increased in the long term.

External support, such as coaching, can help to identify the aspects of work that are enjoyable and should be developed. At the same time, a coach can help to identify disruptive or stressful areas of work and develop strategies to minimize or change them. Coaching offers the necessary tools and perspectives to successfully implement job crafting and get the best out of the professional environment. 

Many employees decide to resign every year because they are not happy in their job. Job crafting gives them the opportunity to improve their working conditions and increase their satisfaction. Investing in yourself and in your job should not be neglected. It is not a question of whether you are still working or already "crafting" - you should start actively shaping and improving your job immediately. The opportunities offered by job crafting are a valuable potential that should be exploited.

If you would like the support of a professional business coach for your individual job crafting, please arrange a non-binding consultation with us.

Sources:

1. Berg, J. M., Wrzesniewski, A., & Dutton, J. E. (2010). Perceiving and responding to challenges in job crafting at different ranks: When proactivity requires adaptivity. Journal of Organizational Behavior, 31(2-3), 158-186.

2. Tims, M., Bakker, A. B., & Derks, D. (2013). The impact of job crafting on job demands, job resources, and well-being. Journal of Occupational Health Psychology, 18(2), 230-240.

3. Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a Job: Revisioning Employees as Active Crafters of Their Work. The Academy of Management Review, 26(2), 179-201.