Job crafting is something I came across at a LUBS Alumni session and I really liked it as a concept.
The idea is that everyone chooses to engage more with parts of their job that give them more satisfaction. Even two people with the same role will have executed it slightly differently. Giving people the scope to customise (within reason) their role to their strengths can increase job satisfaction.
An example might be two people working as receptionists, one is very sociable and finds value talking to people, bonding with colleagues over the front desk, and welcoming visitors. The other likes problem solving and is great at finding solutions for others. They are both valuable staff, and not only will they have job satisfaction from doing the things they excel at, the institution benefits as well.
My dad says about a job “if all of it was enjoyable, they wouldn’t pay you!” and of course there are always parts of a role that you might like less, or find more challenging. However allowing people to craft their role into something that is an even better fit for them, benefits them (improving retention) and benefits the institution by capitalising on each person’s strengths.
I don’t pretend to be an expert on Job Crafting but I may return to add more to this page in future. In the meantime, here’s a few links that might help your understanding:
If you have any experience or knowledge of job crafting that you’d like to share, please comment below.
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