SMEs : The Impact of Bad Job Design on Employee Engagement

In today's competitive job market, it's crucial to recognize the negative effects of poor job design on employee engagement. Unfortunately, many jobs lack proper design and are often a mix of disconnected tasks. This is further aggravated by rigid employee handbooks that stifle growth and development. To address this issue, it's essential to analyse job descriptions and explore alternative approaches that benefit both employers and employees.

Exploring Effective Job Design: Building Engaged and Productive Workforces

When considering job design, there are several questions that employers should ask themselves:

• Is the standard number of hours per week (37-40 hours) necessary for the role?
• Can the role be divided into multiple positions, leveraging the benefits of part-time workers?
• Is the conventional 9-5 working window essential?
• Can some or all of the hours be performed outside the traditional workplace?
• Can the role evolve over time from a conventional design to something more aligned with employee needs and preferences?

Shifting Focus to Outputs: Promoting an Employee-Centric Culture

The ultimate goal should be to foster a culture where employees are accountable for outcomes, rather than just completing tasks. By considering job design as a means to achieve this, businesses can unlock employee potential and drive engagement.

Practical Advice on When to Apply Job Design:

1. Job description and pre-recruitment phase: To attract a diverse pool of applicants, it's crucial to incorporate flexibility into job descriptions early on. By communicating that the job description is a guide, not a fixed requirement, businesses can encourage more candidates to apply.

Example: Flexible Receptionist Role Instead of advertising for a receptionist from 9a.m.-5p.m., consider a job posting that offers between 27-37 hours per week, with flexible schedules to be agreed upon. This approach significantly increases the pool of potential candidates and allows for customized solutions that accommodate both business needs and employee preferences.

1. After the probationary period: Once an employee successfully completes their probationary period, it's vital to have a conversation about job flexibility. However, it's essential to be mindful that employees may still have concerns about job security. Patience and effective communication skills are key to fostering a productive dialogue.

Drawing inspiration from expert Bob Kelleher's "Circular Reasoning" concept, it's important to understand that employees' interests may not always align with their strengths or business requirements. Open and honest conversations about job design can bridge this gap and lead to mutually beneficial outcomes.

By prioritizing effective job design, businesses can enhance employee engagement and productivity. It's crucial to continually evaluate and adapt job roles to fit evolving needs, fostering a workplace culture that empowers employees to thrive. Explore our job design checklist in Appendix 11 for comprehensive guidance.

The above content is from "Mastering Small Business Employee Engagement: 30 Quick Wins & HR Hacks from an IIP Platinum Employer" by Barry Phillips and Jayne Gallagher which is available from Amazon:

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