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March 21st, 2022 · 5 min read

An HR leader’s guide to job crafting

What is job crafting?

  • Task changes: This might mean making changes to the actual responsibilities an employee holds within a role, or simply changing how they prioritize those responsibilities.
  • Skills development: Employees may earn new credentials or gain new competencies to expand the scope of their job.
  • Relationship cultivation: ​This can involve building professional relationships with people outside of an employee’s immediate team and expanding their network to seek out external mentors. 

Benefits of job crafting

  • Empowers employees
    HR leaders can empower their employees by making job crafting an explicit practice within the workplace. Employees should feel welcome and encouraged to create a professional experience that supports and engages them, and this can be enabled with a well-thought-out job crafting process.The process of job crafting is something many people may already do – sometimes on purpose, sometimes without even realizing it. For example, in many situations employees are given titles with predefined roles and responsibilities that do not leverage individual strengths or align with goals. So, micro-adjustments are unconsciously made within jobs that help make them a better fit. 
  • Supports L&D and engagement
    Job crafting practices can be seamlessly integrated into and strengthen your learning and development (L&D) strategy. For example, new skills gained through L&D can be implemented into a current role to shape the scope of that position and support further employee development.Additionally, if you have an existing workforce education program, employees can expand their skills as well as seek additional credentials to change career paths or advance their position. Delivering L&D opportunities through job crafting practices also boosts employee engagement. L&D opportunities for growth, both personal and professional, help 80 percent of employees to feel more engaged at work, and like they’re getting more out of their job than just a paycheck. 
  • Boosts higher job satisfaction and employee retention
    The idea behind job crafting is to encourage employees to have more influence on designing their roles and responsibilities, ideally leading to more committed employees who are happier with their jobs. The Great Resignation has shown that providing your employees with what they want and need is more important than ever in today’s landscape. Job crafting enables HR leaders to collaborate with employees and craft their dream job within an existing role, for the benefit of both the individual and organization.

Steps to implement job crafting at your organization

  • Create explicit job crafting opportunities
    Take stock of the job crafting resources you have in place. This will include educational resources, training resources, processes for redefining roles and titles within the organization. Make sure that employees understand all of the resources that are available and know where to access them.
  • Engage people managers to act as ambassadors
    Train managers on how to speak to job crafting, how to assist in job crafting and how to encourage their direct reports to take advantage of it.
  • Define success metrics
    Understand what a successful implementation of job crafting looks like at different levels. This might include better retention rates, improved productivity or simply higher scores on employee satisfaction surveys.
  • Check in often
    Most L&D practices have to be ongoing in order to deliver optimal results, job crafting is no different. Encourage management to incorporate talking about job crafting with their employees as part of regular check-ins and evaluations.

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